How Crucial a Performance Appraisal Practice Inside the Self-organizing Team?...Scrum Day Bandung
In traditional team structure, the software development team manager does the hiring, firing, promoting, and distributing bonus through individual performance appraisal. How about in a full self-organizing team context? How can the team decide those actions? Does the team need to do this self-performance appraisal? If the team need that, then who should be involved? Does the result need to be transparent? Who will make the final decision? etc.
In this talk, I will share how Titansoft did it. What were the problems we faced? How did our people react to these? What will be our next improvement on this topic? How did we know that we are ready for these actions?
Ideas of non-conventional Agile HR practices that positively impact employee retention The creation and implementation of a safe and engaging work culture for Gen Y/Millennials Lessons learned from this transformational journey – what worked and what didn’t
An Executive Insider's Guide to Enterprise Agile TransformationScott Richardson
Gain insights and learn real-world strategies and techniques for leading an enterprise or divisional Agile transformation as an executive or senior leader of a large organization.
What got you here as a leader is not going to get you to the next level. Faster rate of disruption and a new workforce dynamic are demanding leaders to work differently.
In this presentatation at Agile Leadership Fest, David Hawks walked through key mindset shifts leaders need to make to thrive in this new world.
How Crucial a Performance Appraisal Practice Inside the Self-organizing Team?...Scrum Day Bandung
In traditional team structure, the software development team manager does the hiring, firing, promoting, and distributing bonus through individual performance appraisal. How about in a full self-organizing team context? How can the team decide those actions? Does the team need to do this self-performance appraisal? If the team need that, then who should be involved? Does the result need to be transparent? Who will make the final decision? etc.
In this talk, I will share how Titansoft did it. What were the problems we faced? How did our people react to these? What will be our next improvement on this topic? How did we know that we are ready for these actions?
Ideas of non-conventional Agile HR practices that positively impact employee retention The creation and implementation of a safe and engaging work culture for Gen Y/Millennials Lessons learned from this transformational journey – what worked and what didn’t
An Executive Insider's Guide to Enterprise Agile TransformationScott Richardson
Gain insights and learn real-world strategies and techniques for leading an enterprise or divisional Agile transformation as an executive or senior leader of a large organization.
What got you here as a leader is not going to get you to the next level. Faster rate of disruption and a new workforce dynamic are demanding leaders to work differently.
In this presentatation at Agile Leadership Fest, David Hawks walked through key mindset shifts leaders need to make to thrive in this new world.
Overcome Transformation Impediments with Outcome-Driven Agility - David Hawks...Agile Velocity
In this workshop at Southern Fried Agile, David Hawks helped attendees learn common impediments to agility and how implementing Agile develops new capabilities across the organization.
Overcome Transformation Impediments with Outcome-Driven Agility - David Hawks...Agile Velocity
Over 50% of all Agile transformations fail. In this workshop, attendees learned common impediments to agility and how implementing Agile develops new capabilities across the organization.
A System-Wide Approach to Driving Process ImprovementKaiNexus
In this KaiNexus continuous improvement webinar:
1. Get actionable advice from lessons learned in Kettering Health Network's 5 year process improvement journey
2. See how Kettering's system-wide approach to projects, training, and daily problem solving led to $2.6 million of financial impact last year
3. Learn about KaiNexus, the continuous improvement software platform that spread continuous improvement by enabling change management and accountability within the system
Watch the webinar here: http://info.kainexus.com/continuous-improvement/culture-of-continuous-improvement/a-system-wide-approach-to-driving-process-improvement/webinar/signup
Presented by Jess Orr
We will cover topics including:
A3 Thinking: A Quick Refresher
When to Use an A3 vs. Other Tools
How to Engage Others in the Process
Change Management 101
The Hardest Part: Sustaining the Gains
Hosted by KaiNexus
About the Presenter:
Jess Orr
Jess is a continuous improvement thinker and practitioner with 10+ years experience in a variety of industries, including automotive at Toyota. She holds a bachelor's degree in mechanical engineering from Virginia Tech and two Six Sigma Black Belt certifications.
In her current role, Jess applies her passion for people and processes to empower her fellow employees to make impactful and sustainable improvements. You can connect with her on LinkedIn. Her website and blog can be found at www.yokotenlearning.com.
Why Agile Transformations Get Stuck - David Hawks, DFW Scrum February 2019Agile Velocity
In this world of exponentially increasing market disruption, it is more imperative than ever for organizations to not only achieve operational agility (efficiency, speed, etc.), but also organizational agility (speed to respond to market change).
Traditional Leadership Paradigms, Org. Structures, and Culture all get in the way, as too many companies focus on team level change and framework implementation (Scrum and SAFe). In this session, we explore how leaders can guide their organizations past these barriers and accelerate the momentum towards true organizational agility.
The Power of Alignment and Intrinsic Motivation in Continuous ImprovementKaiNexus
A webinar presented by Mark Graban, hosted by KaiNexus.
In this webinar, you will learn:
- The real meaning of "the carrot and the stick
- The difference between motivating people and not demotivating them
- The role of "recognition and rewards" in continuous improvement
- The leadership behaviors that drive participation and alignment related to improvement
Next Level Agile - David Hawks - Dallas Agile Leadership Network February 2019Agile Velocity
Today, most Agile leaders are trying to achieve predictable, fast delivery. While that’s good, it’s no longer good enough—not if we want to keep up in this highly competitive, rapidly changing world. Next Level Agility is about the ability of an entire organization to quickly adapt to market
changes.
In this session at Dallas Agile Leadership Network, David Hawks shared principles and practices that are the future of Agile organizations.
LEARNING OBJECTIVES
- Learn 3 key reasons for creating the urgency to improve
- Understand the mindset that is holding us back
- Discover 5 practices for evolving Agile to the next level
Using Agile Methods for HR & Learning ProjectsLearningCafe
The Agile Manifesto released in 2001, outlined a more flexible approach to software development based iterative development, where solutions evolve through collaboration between self-organizing cross-functional teams.Since then, Agile methods (an umbrella term covering SCRUM, KanBan, Extreme Programming etc) have been extensively used in IT are increasingly being used in other domains such as marketing and HR/L&D.
While Agile methods are malleable to work in other domains, its basics principles and philosophy may not mesh well in “top-down” hierarchical organisations. In this webinar, an experienced panel explores the opportunities for using Agile methods in HR/L&D and the challenges faced.
What changes are needed in management and leadership to move towards the new lean culture of creative and knowledge work?
My presentation from Agile Finland's Modern Agile Breakfast.
Where Does Agile Go Wrong - David Hawks, DeveloperWeek Austin 2019 Agile Velocity
The sad reality is, more than half of all companies implementing Agile fail to achieve business results like agility. In this keynote, David Hawks shared the most common reasons why Agile goes wrong and what you can do to avoid barriers to agility and unlock the full potential of Agile.
Becoming Agile: Agile Transitions in Practice - Rashina Hoda - AgileNZ 2017AgileNZ Conference
Agile adoption has been typically understood as a one-off organisational process involving a staged selection of Agile development practices. This does not account for the differences in the pace and effectiveness of individual teams transitioning to Agile development.
About Rashina Hoda:
Dr Rashina Hoda is an internationally renowned researcher and senior lecturer at the University of Auckland. She has 10+ years' experience studying Agile teams and is the author of 60+ publications on Agile self-organisation, project management, knowledge management, reflective practice, task allocation and more.
Rashina served as the Research Chair of the Agile India 2012 conference and recently received a Distinguished Paper Award at the flagship international conference on software engineering (ICSE2017) for her ‘grounded theory of becoming Agile’ that explains the multiple dimensions of Agile transitions in practice.
She created and teaches the Agile course at UoA in close collaboration with industry and loves to present the 'voice of Agile research' to industry and academia alike.
When Post-Its Didn't Cut it Anymore: How a Hospital Adopted KaiNexusKaiNexus
Hosted by Mark Graban of KaiNexus and presented by Tania Lyon
November 30 from 1:00 - 2:00 pm EDT
In this webinar, you will learn:
The preconditions for a successful rollout
The levers for driving KaiNexus adoption
How to develop and rely on the organizational helpchain to manage training
Tania Lyon
Dr. Lyon has spent the last 7 years leading St. Clair Hospital, a large award-winning community hospital in Pittsburgh, PA, through a “lean” transformation as their first Director of Organizational Performance Improvement. She has trained over 1600 hospital employees in Toyota principles and methods. Her own background in Lean healthcare comes from 5 years with the nonprofit Pittsburgh Regional Health Initiative (PRHI) where she helped to develop their nationally acclaimed curriculum for health care professionals and coached lean improvement efforts in a variety of healthcare settings. Dr. Lyon is also interested in Lean Healthcare applications for low resource settings like hospitals in Malawi and Haiti. She earned her PhD in Sociology from Princeton University and her BA in Peace and Conflict Studies from U.C. Berkeley and has two charming daughters who have thus far resisted all efforts to apply the Toyota Way to their rooms.
Why 76% of Organizations are Failing at Agile - Agile Cincinnati April 2019Agile Velocity
Traditional leadership paradigms, organization structures, and culture all get in the way of agility, as too many enterprises focus on team level change and framework implementation (Scrum and SAFe). Explore how leaders can guide their organizations past these barriers and accelerate the momentum towards true organizational agility.
AgileCamp San Francisco 2019 - Overcome Transformation Impediments with Outco...Agile Velocity
In this workshop at AgileCamp San Francisco 2019, attendees learned common impediments to agility and how implementing Agile develops new capabilities across the organization.
Overcome Transformation Impediments with Outcome-Driven Agility - David Hawks...Agile Velocity
In this workshop at Southern Fried Agile, David Hawks helped attendees learn common impediments to agility and how implementing Agile develops new capabilities across the organization.
Overcome Transformation Impediments with Outcome-Driven Agility - David Hawks...Agile Velocity
Over 50% of all Agile transformations fail. In this workshop, attendees learned common impediments to agility and how implementing Agile develops new capabilities across the organization.
A System-Wide Approach to Driving Process ImprovementKaiNexus
In this KaiNexus continuous improvement webinar:
1. Get actionable advice from lessons learned in Kettering Health Network's 5 year process improvement journey
2. See how Kettering's system-wide approach to projects, training, and daily problem solving led to $2.6 million of financial impact last year
3. Learn about KaiNexus, the continuous improvement software platform that spread continuous improvement by enabling change management and accountability within the system
Watch the webinar here: http://info.kainexus.com/continuous-improvement/culture-of-continuous-improvement/a-system-wide-approach-to-driving-process-improvement/webinar/signup
Presented by Jess Orr
We will cover topics including:
A3 Thinking: A Quick Refresher
When to Use an A3 vs. Other Tools
How to Engage Others in the Process
Change Management 101
The Hardest Part: Sustaining the Gains
Hosted by KaiNexus
About the Presenter:
Jess Orr
Jess is a continuous improvement thinker and practitioner with 10+ years experience in a variety of industries, including automotive at Toyota. She holds a bachelor's degree in mechanical engineering from Virginia Tech and two Six Sigma Black Belt certifications.
In her current role, Jess applies her passion for people and processes to empower her fellow employees to make impactful and sustainable improvements. You can connect with her on LinkedIn. Her website and blog can be found at www.yokotenlearning.com.
Why Agile Transformations Get Stuck - David Hawks, DFW Scrum February 2019Agile Velocity
In this world of exponentially increasing market disruption, it is more imperative than ever for organizations to not only achieve operational agility (efficiency, speed, etc.), but also organizational agility (speed to respond to market change).
Traditional Leadership Paradigms, Org. Structures, and Culture all get in the way, as too many companies focus on team level change and framework implementation (Scrum and SAFe). In this session, we explore how leaders can guide their organizations past these barriers and accelerate the momentum towards true organizational agility.
The Power of Alignment and Intrinsic Motivation in Continuous ImprovementKaiNexus
A webinar presented by Mark Graban, hosted by KaiNexus.
In this webinar, you will learn:
- The real meaning of "the carrot and the stick
- The difference between motivating people and not demotivating them
- The role of "recognition and rewards" in continuous improvement
- The leadership behaviors that drive participation and alignment related to improvement
Next Level Agile - David Hawks - Dallas Agile Leadership Network February 2019Agile Velocity
Today, most Agile leaders are trying to achieve predictable, fast delivery. While that’s good, it’s no longer good enough—not if we want to keep up in this highly competitive, rapidly changing world. Next Level Agility is about the ability of an entire organization to quickly adapt to market
changes.
In this session at Dallas Agile Leadership Network, David Hawks shared principles and practices that are the future of Agile organizations.
LEARNING OBJECTIVES
- Learn 3 key reasons for creating the urgency to improve
- Understand the mindset that is holding us back
- Discover 5 practices for evolving Agile to the next level
Using Agile Methods for HR & Learning ProjectsLearningCafe
The Agile Manifesto released in 2001, outlined a more flexible approach to software development based iterative development, where solutions evolve through collaboration between self-organizing cross-functional teams.Since then, Agile methods (an umbrella term covering SCRUM, KanBan, Extreme Programming etc) have been extensively used in IT are increasingly being used in other domains such as marketing and HR/L&D.
While Agile methods are malleable to work in other domains, its basics principles and philosophy may not mesh well in “top-down” hierarchical organisations. In this webinar, an experienced panel explores the opportunities for using Agile methods in HR/L&D and the challenges faced.
What changes are needed in management and leadership to move towards the new lean culture of creative and knowledge work?
My presentation from Agile Finland's Modern Agile Breakfast.
Where Does Agile Go Wrong - David Hawks, DeveloperWeek Austin 2019 Agile Velocity
The sad reality is, more than half of all companies implementing Agile fail to achieve business results like agility. In this keynote, David Hawks shared the most common reasons why Agile goes wrong and what you can do to avoid barriers to agility and unlock the full potential of Agile.
Becoming Agile: Agile Transitions in Practice - Rashina Hoda - AgileNZ 2017AgileNZ Conference
Agile adoption has been typically understood as a one-off organisational process involving a staged selection of Agile development practices. This does not account for the differences in the pace and effectiveness of individual teams transitioning to Agile development.
About Rashina Hoda:
Dr Rashina Hoda is an internationally renowned researcher and senior lecturer at the University of Auckland. She has 10+ years' experience studying Agile teams and is the author of 60+ publications on Agile self-organisation, project management, knowledge management, reflective practice, task allocation and more.
Rashina served as the Research Chair of the Agile India 2012 conference and recently received a Distinguished Paper Award at the flagship international conference on software engineering (ICSE2017) for her ‘grounded theory of becoming Agile’ that explains the multiple dimensions of Agile transitions in practice.
She created and teaches the Agile course at UoA in close collaboration with industry and loves to present the 'voice of Agile research' to industry and academia alike.
When Post-Its Didn't Cut it Anymore: How a Hospital Adopted KaiNexusKaiNexus
Hosted by Mark Graban of KaiNexus and presented by Tania Lyon
November 30 from 1:00 - 2:00 pm EDT
In this webinar, you will learn:
The preconditions for a successful rollout
The levers for driving KaiNexus adoption
How to develop and rely on the organizational helpchain to manage training
Tania Lyon
Dr. Lyon has spent the last 7 years leading St. Clair Hospital, a large award-winning community hospital in Pittsburgh, PA, through a “lean” transformation as their first Director of Organizational Performance Improvement. She has trained over 1600 hospital employees in Toyota principles and methods. Her own background in Lean healthcare comes from 5 years with the nonprofit Pittsburgh Regional Health Initiative (PRHI) where she helped to develop their nationally acclaimed curriculum for health care professionals and coached lean improvement efforts in a variety of healthcare settings. Dr. Lyon is also interested in Lean Healthcare applications for low resource settings like hospitals in Malawi and Haiti. She earned her PhD in Sociology from Princeton University and her BA in Peace and Conflict Studies from U.C. Berkeley and has two charming daughters who have thus far resisted all efforts to apply the Toyota Way to their rooms.
Why 76% of Organizations are Failing at Agile - Agile Cincinnati April 2019Agile Velocity
Traditional leadership paradigms, organization structures, and culture all get in the way of agility, as too many enterprises focus on team level change and framework implementation (Scrum and SAFe). Explore how leaders can guide their organizations past these barriers and accelerate the momentum towards true organizational agility.
AgileCamp San Francisco 2019 - Overcome Transformation Impediments with Outco...Agile Velocity
In this workshop at AgileCamp San Francisco 2019, attendees learned common impediments to agility and how implementing Agile develops new capabilities across the organization.
An Outcome Measurement Model: Is your Agile Adoption Moving the Needle?Cprime
The Version One Annual State of Agile survey indicates that 94% of organizations are practicing Agile in one way, shape, or form.
But what might this investment yield besides an Agile label? In many cases, it appears that organization leaders cannot produce concrete data to meet this ask, or articulate the gain clearly using measures that count and impact the bottom line.
One solution is to begin with the desired outcomes driving the adoption and identify both leading and lagging indicators to gauge whether the change initiative is moving the needle and impacting the bottom line. This approach has been successful because it creates alignment and accountability.
Join Michael McCalla, technology leader, transformation specialist, avid agile practitioner and founder of Lean Agile Intelligence, for this interactive session, and learn how this outcome measurement model can help you start changing the conversation!
In this file, you can ref useful information about performance appraisal teamwork such as performance appraisal teamwork methods, performance appraisal teamwork tips, performance appraisal teamwork forms, performance appraisal teamwork phrases … If you need more assistant for performance appraisal teamwork, please leave your comment at the end of file.
Common misconceptions about employee surveys in organizations and how decision makers may overcome them. The case for design and customization to context is contrasted with standard surveys with a few examples from professional experience.
Customer Focus and an Agile Mindset to Navigate in ComplexityMia Kolmodin
Organizations today need to find new ways to organize to faster deliver customer and business value. In this presentation I share with you some of the symptoms you might see if your'e not organized for complexity and without a customer focus, why this happens and what you can do about it.
Discover how you can get organized around customer value instead of in silos and around systems and how much more value and happiness you can create then.
I also share some examples of activities and results from the clients we at Dandy People have been coaching the past years to do this transformation.
Target group: Curious Leaders, Management and Change Makers
This presentation in English was originally held at Agile Days Istanbul, April 2018, but its based on a Swedish presentation first presented at Sundsvall 42 in September 2017.
Path to Agility: Outcome-Driven Transformation at Lean-Agile-Digital Transfor...Agile Velocity
In this live, online session, David Hawks explored how change agents can help their organizations bypass 5 common transformation pitfalls and accelerate their momentum towards true organizational agility.
Ray Velez of Razorfish discussed how marketers can get products and services to market faster through "agile methods" at the Razorfish Client Summit in Boston. October 12-14, 2010.
AgileDC 2014: Achieving Enduring Agile Successin Large OrganizationsScott Richardson
Achieving lasting success with Agile in a large organization, division, or enterprise can be a challenge given many competing demands on priorities, budget, and mind-share. Corporate culture and interests at different levels in the organization can also make it difficult to retain the early advantages that Agile brings. How can leaders throughout an organization ensure that Agile is adopted organization-wide and that these benefits will endure?
In this talk we will share the experiences of a large and rapid adoption of Agile at the enterprise scale in corporate America. With focus primarily on executive and senior leadership levels, we will identify specific Agile transformation methods that worked successfully in bringing about stunningly rapid Agile adoption across a large enterprise-wide IT organization, and we will contrast these with less successful management techniques that did not achieve the same results. You will leave with a clear understanding of the critical elements that senior leaders and Agile sponsors can employ to achieve breakthrough Agile adoption and enduring value in your organization.
Why Transformations Get Stuck - Global Scrum Gathering 2019 Agile Velocity
In this world of exponentially increasing market disruption, it is more imperative than ever for organizations to not only achieve operational agility (efficiency, speed, etc.), but also organizational agility (speed to respond to market change). Many companies are embarking on an Agile Transformation, but getting “lost in the desert” and not realizing the full agile benefits promised and needed. Traditional leadership paradigms, organizational structures, and culture all get in the way, as too many companies focus on team level change and framework implementation (Scrum and SAFe).
At Global Scrum Gathering 2019, David Hawks showed leaders how they can guide their organizations past these barriers and accelerate the momentum towards true organizational agility.
Similar to ReadyforAgile Webinar hosted by ICAgile (20)
Think of a time when you learned a new skill, overcame a challenge, or embarked on a new journey. Looking back, what helped you to just keep going? If I were to guess, you might have thought of words like drive, persistence or tenacity and that might be the case. There's another word to add here: mindset or an agile mindset.
Growing an agile mindset is something that happens over time. Individuals and teams experience it often. In this presentation, we will go over the agile mindset, why growing an agile mindset is essential and explore several ways that could help in growing an agile mindset.
As Europe's leading economic powerhouse and the fourth-largest hashtag#economy globally, Germany stands at the forefront of innovation and industrial might. Renowned for its precision engineering and high-tech sectors, Germany's economic structure is heavily supported by a robust service industry, accounting for approximately 68% of its GDP. This economic clout and strategic geopolitical stance position Germany as a focal point in the global cyber threat landscape.
In the face of escalating global tensions, particularly those emanating from geopolitical disputes with nations like hashtag#Russia and hashtag#China, hashtag#Germany has witnessed a significant uptick in targeted cyber operations. Our analysis indicates a marked increase in hashtag#cyberattack sophistication aimed at critical infrastructure and key industrial sectors. These attacks range from ransomware campaigns to hashtag#AdvancedPersistentThreats (hashtag#APTs), threatening national security and business integrity.
🔑 Key findings include:
🔍 Increased frequency and complexity of cyber threats.
🔍 Escalation of state-sponsored and criminally motivated cyber operations.
🔍 Active dark web exchanges of malicious tools and tactics.
Our comprehensive report delves into these challenges, using a blend of open-source and proprietary data collection techniques. By monitoring activity on critical networks and analyzing attack patterns, our team provides a detailed overview of the threats facing German entities.
This report aims to equip stakeholders across public and private sectors with the knowledge to enhance their defensive strategies, reduce exposure to cyber risks, and reinforce Germany's resilience against cyber threats.
Levelwise PageRank with Loop-Based Dead End Handling Strategy : SHORT REPORT ...Subhajit Sahu
Abstract — Levelwise PageRank is an alternative method of PageRank computation which decomposes the input graph into a directed acyclic block-graph of strongly connected components, and processes them in topological order, one level at a time. This enables calculation for ranks in a distributed fashion without per-iteration communication, unlike the standard method where all vertices are processed in each iteration. It however comes with a precondition of the absence of dead ends in the input graph. Here, the native non-distributed performance of Levelwise PageRank was compared against Monolithic PageRank on a CPU as well as a GPU. To ensure a fair comparison, Monolithic PageRank was also performed on a graph where vertices were split by components. Results indicate that Levelwise PageRank is about as fast as Monolithic PageRank on the CPU, but quite a bit slower on the GPU. Slowdown on the GPU is likely caused by a large submission of small workloads, and expected to be non-issue when the computation is performed on massive graphs.
Chatty Kathy - UNC Bootcamp Final Project Presentation - Final Version - 5.23...John Andrews
SlideShare Description for "Chatty Kathy - UNC Bootcamp Final Project Presentation"
Title: Chatty Kathy: Enhancing Physical Activity Among Older Adults
Description:
Discover how Chatty Kathy, an innovative project developed at the UNC Bootcamp, aims to tackle the challenge of low physical activity among older adults. Our AI-driven solution uses peer interaction to boost and sustain exercise levels, significantly improving health outcomes. This presentation covers our problem statement, the rationale behind Chatty Kathy, synthetic data and persona creation, model performance metrics, a visual demonstration of the project, and potential future developments. Join us for an insightful Q&A session to explore the potential of this groundbreaking project.
Project Team: Jay Requarth, Jana Avery, John Andrews, Dr. Dick Davis II, Nee Buntoum, Nam Yeongjin & Mat Nicholas
Show drafts
volume_up
Empowering the Data Analytics Ecosystem: A Laser Focus on Value
The data analytics ecosystem thrives when every component functions at its peak, unlocking the true potential of data. Here's a laser focus on key areas for an empowered ecosystem:
1. Democratize Access, Not Data:
Granular Access Controls: Provide users with self-service tools tailored to their specific needs, preventing data overload and misuse.
Data Catalogs: Implement robust data catalogs for easy discovery and understanding of available data sources.
2. Foster Collaboration with Clear Roles:
Data Mesh Architecture: Break down data silos by creating a distributed data ownership model with clear ownership and responsibilities.
Collaborative Workspaces: Utilize interactive platforms where data scientists, analysts, and domain experts can work seamlessly together.
3. Leverage Advanced Analytics Strategically:
AI-powered Automation: Automate repetitive tasks like data cleaning and feature engineering, freeing up data talent for higher-level analysis.
Right-Tool Selection: Strategically choose the most effective advanced analytics techniques (e.g., AI, ML) based on specific business problems.
4. Prioritize Data Quality with Automation:
Automated Data Validation: Implement automated data quality checks to identify and rectify errors at the source, minimizing downstream issues.
Data Lineage Tracking: Track the flow of data throughout the ecosystem, ensuring transparency and facilitating root cause analysis for errors.
5. Cultivate a Data-Driven Mindset:
Metrics-Driven Performance Management: Align KPIs and performance metrics with data-driven insights to ensure actionable decision making.
Data Storytelling Workshops: Equip stakeholders with the skills to translate complex data findings into compelling narratives that drive action.
Benefits of a Precise Ecosystem:
Sharpened Focus: Precise access and clear roles ensure everyone works with the most relevant data, maximizing efficiency.
Actionable Insights: Strategic analytics and automated quality checks lead to more reliable and actionable data insights.
Continuous Improvement: Data-driven performance management fosters a culture of learning and continuous improvement.
Sustainable Growth: Empowered by data, organizations can make informed decisions to drive sustainable growth and innovation.
By focusing on these precise actions, organizations can create an empowered data analytics ecosystem that delivers real value by driving data-driven decisions and maximizing the return on their data investment.
3. “Cat: Where are you going?
Alice: Which way should I
go?
Cat: That depends on where
you are going.
Alice: I don’t know.
Cat: Then it doesn’t matter
which way you go.”
Lewis Carroll, Alice in Wonderland
You've got to be very careful if you don't know
where you are going, because you might not get
there.
Yogi Berra
5. What are the Common Questions?
• Where do we start?
• What Agile methodology should we use?
• How do we scale across the organization?
• How do we know where to improve and if we are
improving?
• What does success look like for us? And when do
we know when we get “there”?
Are we asking the RIGHT questions?
6. It begins with awareness and
honest assessment.
Where do we start?
Where do we stand? Where do we want to go?
7. 1. What characteristics can help improve
our agility?
2. What are our strengths as an
organization? (enablers)
3. What are the opportunities for
improving our agility? (sustainers)
It is not enough to do your best; you must know what to do, and then do your best.
- W. Edwards Deming
8. Agility Analytics “Engine”
Mindset of Value
Driven Delivery
Willingness to
adapt
Culture of trust
Work Visibility
Balancing
tradeoffs
Understanding
frequent feedback
Trust between
silos
Regard for
process
Reward systems
Understanding of
Work in Progress
Our organization
defines project success
in terms of the value
realized by the business
and the user, rather
than "delivered on
time, on budget, and as
specified."
Indicators
Plans and milestone
dates are held against
the delivery team
causing resistance to
accept any new
changes or feedback
from the business.
During meetings, the
most important and
difficult issues are
put on the table to
be resolved.
Our procedures and
processes are
obsolete and do not
represent the way
we actually work
I work on multiple
tasks at a time to
increase efficiency
and finish the
project faster
Process Culture
Mindset Buy-in
Technical
Maturity
…………………..
Organizational Characteristics
Core Competencies
Collaborating
on
requirements
Face to Face
Communication
Retrospectives
Practices
9. Agility Analytics ‘BIG’ Picture
……….
Organizational Characteristics
Process
Core Competencies
Culture
Mindset Buy-in
Technical
Maturity
Practices
Each Organizational
Characteristic is related to one
of the Core Competencies and
one or more of the Practices.
ReadyforAgile reporting are
mostly based on either the Core
Competencies or the Practices
Indicators
Each Organizational
Characteristic is assessed
through one or more Indicator
11. • What’s the purpose of the
assessment?
– Organizational Readiness
– Benchmarking (How are we doing
today?)
– Longitudinal Analysis (How are we
doing compared to last time we took
the survey? (Usually quarterly)
• What actions are we planning to
take?
1. Define Purpose & Outcomes
12. 2. Identify Participants & Demographics
• Who will participate?
• What’s an
“acceptable” response
rate?
• What’s the participant
role or region/dept.?
• How long have they
been with the
organization?
Role
Category
Participants Responses % of
Response
Executives 30 16 53%
Non-
Executives
390 200 51%
Totals 420 216 51%
Overall, standard response rate based on employee engagement surveys that is
in the range of 60% - 80%.
13. 3. Define Indicators
Indicator Executive
Project
Manager
Product
Owner
Scrum
Master
Business
Analyst Developer Tester DBA
Our organization defines project success in terms of
the value realized by the business and the user,
rather than "delivered on time, on budget, and as
specified." X X X X X X X X
The entire project plan is created at the beginning
of the project. X X X X
Project plans are created at a high-level at the
beginning of the project and the details are defined
at the last responsible moment (Release by
release). X X X X X
Plans and milestone dates are held against the
delivery team causing resistance to accept any new
changes or feedback from the business. X X X X
The culture here is to view plans as commitments
and with no flexibility for changing them. X X X X X X X X
The culture here is to accept regular updates to the
project plan based on new and emerging
information about the project. X X X X X X X X
My job's effectiveness is challenged if the business
keeps changing which requirements they want to
see developed next. X X X X X X X X
15. 5. Share INSIGHTS
Characteristic
Continuous Improvement
Buy-in for maintaining a backlog
Buy-in for retrospectives
Buy in for frequent delivery process
Cross-Training Opportunities
Autonomy
Buy-in for Value Oriented
Requirements
Maturity for self-organized teams
Management's trust of employee
Enablers
Sustainers
* Characteristics with a ‘High’ Impact Factor. Impact factor is determined
based on the number of practices it impacts and real life experience of
large agile implementations.
Characteristic
Impact
Factor
Over commitment High
Trust Between Silos High
Mindset of Value Driven Delivery High
Understanding of Work in Process High
Preferring email over face-to-face Med
Engaging in discussions to create shared
understandings Med
Balancing tradeoffs Med
Employing multiple planning horizons Med
* Characteristics in bold represent a ‘High’ Impact Factor. Impact factor is
determined based on the number of practices it impacts and real life
experience of large agile implementations.
18. Characteristic Over Commitment
Survey Question Over commitment is common here, causing stress and compromising the quality of our work.
Results by Role Category
Results by Detailed Roles
INSIGHTS
Drastic variance in response
based on the role especially
Scrum Master and
Directors/Executives. While
Executives are in
agreement, other roles tend
to lean more towards the
disagreement end of the
scale.
This indicates that the team
is working at an
unsustainable pace.
The team could potentially
burnout down the road and
quality may also suffer.
Management needs to
continue encouraging the
team to maintain a
sustainable pace.
A Detailed View
19. Characteristic Trust between silos
Survey Question
I feel that other silos (organizations, departments, etc.) are not looking out for the entire organization's best
interest, but more focused on their interests and what makes them look good and stand out
Results by Role Category
Results by Detailed Roles
INSIGHTS
Executives and Non
Executives responses are
not aligned. While there is
disagreement among Non
Execs on this question,
detailed roles shows a
different look. This indicates
that while there is a level of
trust within a department,
trust between silos (across
departments) is low.
This is particularly obvious
when looking at responses
those who interact with a
cross functional teams such
as Customers, Scrum
Masters and Product
Owners.
TRUST is a key ingredient to
developing a high
performing team. Refer to
the 5 dysfunction of team by
Patrick Lencioni.
A Detailed View
20. We see what we believe NOT the
other way around.
- Seth Godin
The difference which we now experience is nicely caught in the turn of phrase which converted "Ready, Aim, Fire" into "Ready, FIRE, aim."
Please add your notes here
Process: how people work
Culture: how people behave
Technical :
Mindset: how people think
Non executives have a different opinion than the executives. Also it is noteworthy to see the results of the Scrum Master were significantly different that any other role. This is because one of their main roles to to protect the team from over committing and it may seem here that they feel this is a serious issue
Overall trust (manifested through a number of the other characteristics) was overall good, but specifically the “Trust between the silos” is a indicator that we may be optimized for “part of the system” not the whole system – meaning there may be less of a focus on the holistic view and therefore trusted is optimized locally for departments but less between departments.