What-is-the-Spotify-model.pptx
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Spotify uses a scaled agile framework called the "Spotify Model" which divides employees into Squads, Tribes, Chapters, and Guilds. Squads are small cross-functional teams responsible for a long-term mission. Tribes are collections of related Squads up to 100 people. Chapters group employees by skills and are led by HR managers. Guilds are communities of interest that span Tribes and are coordinated by a guild leader. This structure aims to balance autonomy and collaboration at Spotify.
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Introduction to spotify model
The Spotify model is an approach for scaling agile that emphasizes autonomy, simplicity, and collaboration. It structures teams into small cross-functional Squads that focus on delivering features. Squads are supported by Tribes of related Squads, Chapters of specialists, and interest-based Guilds. The key benefits are less control promoting autonomy, collaboration over silos, shared goals creating a fail-safe environment, and no formal processes. Realizing the Spotify model requires focusing on productivity through motivation and environment, balancing autonomy with alignment, enabling system changes, trusting people over commands, servant leadership, and an experimentation culture.
Scaling Agile | Spotify
The Spotify model is a people-driven, autonomous approach for scaling agile that emphasizes the importance of culture and network. It has helped Spotify and other organizations increase innovation and productivity by focusing on autonomy, communication, accountability, and quality.
============== Follow us ==============
Website: http://xpdays.org
Linked In: https://www.linkedin.com/company/xpdays
Facebook: https://www.facebook.com/xpdaysorg
Twitter: https://twitter.com/xpdaysorg
#agile #spotify #xpdays #agilearena
Engineer your day to day
This document summarizes information from Launch League, an organization that aims to build a strong startup community in Akron, Ohio. Launch League is run by founders for founders, with the goal of transforming Akron's economy by supporting its tech, design, and business sectors. It provides microcommunities for founders through groups on topics like front-end development, startup operations, and marketing. The front-end development community seeks to inclusively educate people interested in front-end skills. It communicates through Slack and encourages connections between members by introducing themselves. Organizers are also needed, as are speakers and sponsors to help the community grow.
Spotify scaling
Spotify uses a scaled agile framework of Tribes, Squads, Chapters and Guilds to manage its over 30 agile teams across 3 cities. The basic unit is the Squad, which functions like a Scrum team and is fully autonomous. Squads are organized into Tribes of related teams. This framework allows Spotify to maintain an agile mindset while scaling significantly in size and geographic distribution.
Spotify Engineering Culture
"Dealing with multiple teams in a product development organization is always a challenge!
One of the most impressive examples we’ve seen so far is Spotify, which has kept an agile mindset despite having scaled to over 30 teams across 3 cities."
The Paper of Scaling Agile @ Spotify (2014)
Spotify Engineering culture is a trending topic in companies scaling and transforming to Agile, We will discuss the details of this model and why it's so popular.
Normally people talk about organization structure only and leave tons of open questions without answers, We will try in this webinar to cover as much as possible of these questions like how they do promotions, learning and development and more besides the organization structure and scaling agile.
References:
* Scaling Agile @ Spotfiy [Paper]
https://blog.crisp.se/wp-content/uploads/2012/11/SpotifyScaling.pdf
* Spotify Engineering Culture Videos
https://labs.spotify.com/2014/03/27/spotify-engineering-culture-part-1/
https://labs.spotify.com/2014/09/20/spotify-engineering-culture-part-2/
* Scaling Agile @ Spotify
https://www.youtube.com/watch?v=jyZEikKWhAU
* The Spotify Tribe Talk
https://www.infoq.com/presentations/spotify-culture/
* Autonomy and Leadership at Spotify
https://www.infoq.com/presentations/autonomy-leadership-spotify/
* How Agile Coaches Help Us Win—the Agile Coach Role at Spotify
https://www.infoq.com/presentations/agile-coach-spotify
*Building a technical career path at Spotify
https://labs.spotify.com/2016/02/08/technical-career-path/
https://labs.spotify.com/2016/02/15/spotify-technology-career-steps/
https://labs.spotify.com/2016/02/22/things-we-learned-creating-technology-career-steps/
* Squad health Check Model
https://labs.spotify.com/2014/09/16/squad-health-check-model/
* Performance and development
https://hrblog.spotify.com/2016/12/05/performance-and-development/
https://labs.spotify.com/2015/12/16/a-101-on-11s/
https://hrblog.spotify.com/2017/03/15/performance-reviews-are-dead-whats-next/
https://hrblog.spotify.com/2016/08/15/our-beliefs/
scaling-agile-spotify
Spotify scales agile by using Tribes, Squads, Chapters and Guilds. Squads of 7-10 people work on specific missions like building the Android app. Tribes are collections of related Squads that share an office. Chapters group people by skill within a Tribe. Guilds allow sharing across the company in areas like testing. This matrix structure balances autonomy and shared learning to help Spotify rapidly develop its music streaming product while growing to over 250 employees.
Learn Spotify (an Agile Framework)
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.
Growing up with agile - how the Spotify 'model' has evolved
Spotify is known for its agile organization. But how did we end up with it, what are the founding principles and how has it evolved? Speech held at the Bay Area Agile Leadership Network 3/15 2016.
Recommended
Introduction to spotify model
The Spotify model is an approach for scaling agile that emphasizes autonomy, simplicity, and collaboration. It structures teams into small cross-functional Squads that focus on delivering features. Squads are supported by Tribes of related Squads, Chapters of specialists, and interest-based Guilds. The key benefits are less control promoting autonomy, collaboration over silos, shared goals creating a fail-safe environment, and no formal processes. Realizing the Spotify model requires focusing on productivity through motivation and environment, balancing autonomy with alignment, enabling system changes, trusting people over commands, servant leadership, and an experimentation culture.
Scaling Agile | Spotify
The Spotify model is a people-driven, autonomous approach for scaling agile that emphasizes the importance of culture and network. It has helped Spotify and other organizations increase innovation and productivity by focusing on autonomy, communication, accountability, and quality.
============== Follow us ==============
Website: http://xpdays.org
Linked In: https://www.linkedin.com/company/xpdays
Facebook: https://www.facebook.com/xpdaysorg
Twitter: https://twitter.com/xpdaysorg
#agile #spotify #xpdays #agilearena
Engineer your day to day
This document summarizes information from Launch League, an organization that aims to build a strong startup community in Akron, Ohio. Launch League is run by founders for founders, with the goal of transforming Akron's economy by supporting its tech, design, and business sectors. It provides microcommunities for founders through groups on topics like front-end development, startup operations, and marketing. The front-end development community seeks to inclusively educate people interested in front-end skills. It communicates through Slack and encourages connections between members by introducing themselves. Organizers are also needed, as are speakers and sponsors to help the community grow.
Spotify scaling
Spotify uses a scaled agile framework of Tribes, Squads, Chapters and Guilds to manage its over 30 agile teams across 3 cities. The basic unit is the Squad, which functions like a Scrum team and is fully autonomous. Squads are organized into Tribes of related teams. This framework allows Spotify to maintain an agile mindset while scaling significantly in size and geographic distribution.
Spotify Engineering Culture
"Dealing with multiple teams in a product development organization is always a challenge!
One of the most impressive examples we’ve seen so far is Spotify, which has kept an agile mindset despite having scaled to over 30 teams across 3 cities."
The Paper of Scaling Agile @ Spotify (2014)
Spotify Engineering culture is a trending topic in companies scaling and transforming to Agile, We will discuss the details of this model and why it's so popular.
Normally people talk about organization structure only and leave tons of open questions without answers, We will try in this webinar to cover as much as possible of these questions like how they do promotions, learning and development and more besides the organization structure and scaling agile.
References:
* Scaling Agile @ Spotfiy [Paper]
https://blog.crisp.se/wp-content/uploads/2012/11/SpotifyScaling.pdf
* Spotify Engineering Culture Videos
https://labs.spotify.com/2014/03/27/spotify-engineering-culture-part-1/
https://labs.spotify.com/2014/09/20/spotify-engineering-culture-part-2/
* Scaling Agile @ Spotify
https://www.youtube.com/watch?v=jyZEikKWhAU
* The Spotify Tribe Talk
https://www.infoq.com/presentations/spotify-culture/
* Autonomy and Leadership at Spotify
https://www.infoq.com/presentations/autonomy-leadership-spotify/
* How Agile Coaches Help Us Win—the Agile Coach Role at Spotify
https://www.infoq.com/presentations/agile-coach-spotify
*Building a technical career path at Spotify
https://labs.spotify.com/2016/02/08/technical-career-path/
https://labs.spotify.com/2016/02/15/spotify-technology-career-steps/
https://labs.spotify.com/2016/02/22/things-we-learned-creating-technology-career-steps/
* Squad health Check Model
https://labs.spotify.com/2014/09/16/squad-health-check-model/
* Performance and development
https://hrblog.spotify.com/2016/12/05/performance-and-development/
https://labs.spotify.com/2015/12/16/a-101-on-11s/
https://hrblog.spotify.com/2017/03/15/performance-reviews-are-dead-whats-next/
https://hrblog.spotify.com/2016/08/15/our-beliefs/
scaling-agile-spotify
Spotify scales agile by using Tribes, Squads, Chapters and Guilds. Squads of 7-10 people work on specific missions like building the Android app. Tribes are collections of related Squads that share an office. Chapters group people by skill within a Tribe. Guilds allow sharing across the company in areas like testing. This matrix structure balances autonomy and shared learning to help Spotify rapidly develop its music streaming product while growing to over 250 employees.
Learn Spotify (an Agile Framework)
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.
Growing up with agile - how the Spotify 'model' has evolved
Spotify is known for its agile organization. But how did we end up with it, what are the founding principles and how has it evolved? Speech held at the Bay Area Agile Leadership Network 3/15 2016.
Agile at Spotify
Talk by Joakim Sundén and Anders Ivarsson about agile and scaling agile at Spotify. These particular slides are from a Kanban Open Space event in Ghent, Belgium, February 2013.
The Spotify Tribe
An introduction to the Spotify matrix model including recent updates we've made as we have continued to grow. I presented this talk at the Spark the Change Conference in London, UK on July 1, 2015.
Spotify engineering culture summary
Spotify adopted a model of autonomous Squads and Chapters to encourage innovation at scale. Squads are small, cross-functional teams that self-organize delivery of features end-to-end. Chapters are competency-based communities that provide coaching. This align-autonomy model balances independence with consistent direction. Spotify also emphasizes a fail-friendly culture, continuous experimentation, and frequent releases through automation and a microservices architecture.
Enabling Autonomy at Spotify
This document discusses how Spotify enables autonomy through alignment and competence. It defines alignment as having a shared intent, rationale, and constraints, which Spotify achieves through company beliefs, goals, bets, tribe bets, and alignment sessions. Competence involves shared work beliefs and technical excellence, which Spotify fosters through engineering core beliefs, tutorials, coaching, and channels for technical discussion. While autonomy is a goal, the document notes it is a work in progress and principles need adapting to specific organizations rather than copying outright.
Empowering Engineering Talent - an update from Spotify
The document describes Spotify's organizational model of tribes, squads, chapters and guilds. The model was created to increase velocity, employee happiness and adaptability while supporting organizational growth. It involves fully autonomous teams (squads) organized by chapters and tribes, with product owners and chapter leads providing alignment. Culture is emphasized through hiring for cultural fit and onboarding processes.
Spotify scaling-agile by henrik kniberg & anders ivarsson 2012
Dealing with multiple teams in a product development organization is always a challenge!
One of the most impressive examples we’ve seen so far is Spotify, which has kept an agile mindset despite
having scaled to over 30 teams across 3 cities. Alistair Cockburn (one of the founding fathers of agile software development) visited Spotify and said “Nice
- I've been looking for someone to implement this matrix format since 1992 :) so it is really welcome to see.”
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By end the end of 2012 the results were mind blowing and kept improving in 2013, so in March 2014, I thought to extend this concept of 'circles' to drive employee engagement and develop a relevant employee value proposition for our staff.
In Oct 2014, I've been told this may be called 'holacracy' - one of the latest management trend - an approach where we "grant special protection to employees to experiment with ideas. It is governance of the organization, through the people, for the purpose. It enables the organization to find and express its deepest creative capacity."
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- 5. • A “mini startup” responsible a long term mission (Ex. Build and improve android client) • Has all the skills to develop and push to prod • Self organizing and could chose scrum, kanban, etc • Has access to an agile coach Squad
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- 9. 9
Editor's Notes
- https://www.sharilevitin.com/blog-news/sales-presentations/ask-more-questions/ https://www.inc.com/lee-colan/4-questions-great-leaders-ask.html
- https://www.infoq.com/news/2017/10/spotify-agile-nirvana
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