Agile in the Ether #11 / 21st June

Was on Friday 21st June, we talked about…

  • How to bridge the gap between wider waterfall programme governance and teams working in agile ways
  • What are the right conditions to be able to work in an agile way and how best to go about creating that environment? (Particularly interested in this for small [charity/social] orgs/teams new to this way of working)
  • Who is the best line manager you have had and why?
  • I have a couple of nominally multi-disciplinary teams who don’t behave as a team. Each person does one little bit then hands over; it creates nasty bottlenecks and duff cycle time. Ideas to fix, anyone?

3 Comments

  1. Links and stuff

    https://wearesnook.com/charity-now-including-design/ Link for some of the work Snook are doing in the charity space

    Riskiest Assumption Tests (RATs) 
https://hackernoon.com/the-mvp-is-dead-long-live-the-rat-233d5d16ab02


    Dave Gray’s culture map 
http://www.xplaner.com/culturemap/


    Exploring character strengths, for line management: http://www.viacharacter.org/www/


    Mob programming 
Video of 
Woody Zuill talking about mobbin
g
 and https://mobprogramming.org/


    Team health checks https://labs.spotify.com/2014/09/16/squad-health-check-model/

    Coin game
    
https://medium.com/@brunodelb/the-agile-game-penny-game-to-observe-the-influence-of-the-batch-size-of-tickets-on-a-kanban-board-ead307542e52


    
https://www.tastycupcakes.org/2013/05/the-penny-game/

    Collaboration party game https://emilywebber.co.uk/the-team-collaboration-party-game/



    From Jamie: 
I LOVE getting practical suggestions at these sessions. thanks so much for the ideas. :-)


    From Suraj Vadgama: 
Thanks everyone – really enjoyable and useful!!!


    From AlexC: 
Thank you everyone! Super inspiring! :-)


    From Akiko: 
Thanks to you all!


  2. A couple of extra notes I took on the topic I proposed about line management. Things that people really valued were

    • good coaching (this is so crucial)
    • sharing vulnerability and their own stories of overcoming struggles
    • limiting talking about work and focusing on the person
    • encouraging people to do things they didn’t think they could (including line managing)
    • recognising things in them that the couldn’t see in themselves
    • pushed them o do new things but supported and coached along
    • being good at spotting where models were broken in their head and helped fix them

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