Agile Leadership: Practical Steps to a Delicate Balance - Agile2016
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Transcript of Agile Leadership: Practical Steps to a Delicate Balance - Agile2016
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Agile Leadership: Practical Steps to a Delicate Balance
Susan K DiFabioAgile 2016
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
OUTCOME
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Lean toward “too little”
Get out of the Way!
Step back!
Make room for others.
Failure is key to learning!
The Product Owner decides!
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
OUTCOME
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Lean toward
“too much”
Make it happen!
Step up!
Drive success!
Failure is not an option!
Remove impediments!
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Outcome
Get out of the Way!
Make it happen!
Step up!
Drive success!
Failure is not an option!Remove
impediments!
Step back!
Make room for otherss
Failure is key to learning!
The Product Owner decides!
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Make It Possible
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Outcome
Make it Possible1. Supply the context
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Outcome
Make it Possible1. Supply the context2. Supply the capability
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Outcome
Make it Possible1. Supply the context2. Supply the capability3. Supply the environment
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Outcome
Make it Possible1. Supply the context2. Supply the capability3. Supply the environment4. Be the role model
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
“The manager’s function is not to make people work, but to make it possible for
people to work.”
Tom DeMarco & Timothy
Lister - Peopleware
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
PROCESS
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Lean toward
“too little”
Let the team decide!
Emergent design!
Self organization
It depends
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
PROCESS
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Leantoward
“too much”
Standardize the process!
Best practices!
Do Agile the “right” way!
Agile assessments.
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Standardize the process!
Best practices!
Do Agile the “right” way!
Agile assessments.
Let the team decide!
Emergent design!
Self organization
It depends
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Establish the boundaries.
Standardize the process
vs.Let the team
decide
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Process
Establish the boundaries1. Decision-making boundaries
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Process
Establish the boundaries1. Decision-making boundaries2. Time boundaries
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Process
Establish the boundaries1. Decision-making boundaries2. Time boundaries 3. Make policies explicit
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
PEOPLE
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Leantoward
“too little”
Empower the team!
Team ownership…
Trust the team
Transparency
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
PEOPLE
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Leantoward
“too much”
You are accountable!
Annual goal setting…
Metrics drive behavior.
Managers write performance
reviews
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
You are accountable!
Annual goal setting…
Metrics drive behavior.
Managers write performance
reviews
Empower the team!
Team ownership…
Trust the team
Transparency
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
People
Make It Safe1. Turn blame to curiosity
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
People
Make It Safe1. Turn blame to curiosity2. Rethink the meaning of “accountable”
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
People
Make It Safe1. Turn blame to curiosity2. Rethink the meaning of “accountable”3. One on ones – with active listening
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
People
Make It Safe1. Turn blame to curiosity2. Rethink the meaning of “accountable”3. One on ones – with active listening4. Encourage equal air time
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
“What are so you afraid of? No one is going to die if we get this wrong.”
~Powerful question from director to team
member
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
FOCUS ON CHANGE
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Leantoward
“too little”
Embrace change!
Emergent planning and
design…
Change shouldn’t bother you; we’re
Agile now!
Inspect and adapt!
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
FOCUS ON CHANGE
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Leantoward“much”
Improve predictability!
Don’t disrupt the team!
Commit to the Sprint!
We can’t run a business without a
due date!
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Improve predictability!
Don’t disrupt the team!
Commit to the Sprint!
We can’t run a business without a
due date!
Embrace change!
Emergent planning and
design…
Change shouldn’t bother you; we’re
Agile now!
Inspect and adapt!
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Get comfortable with change.
Embrace change!
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Change
Get Comfortable With Change1. Understand the Satir change model
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Change
Get Comfortable With Change1. Understand the Satir change model2. Predict change
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Change
Get Comfortable With Change1. Understand the Satir change model2. Predict change3. Understand “complex” work domains
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Change
Get Comfortable With Change1. Understand the Satir change model2. Predict change3. Understand “complex” work domains4. Communicate the “Why?”
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Change
Get Comfortable With Change1. Understand the Satir change model2. Predict change3. Understand “complex” work domains4. Communicate the “Why?”
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Practical StepsOutcome - Make it Possible1. Supply the context2. Supply the capability3. Supply the environment4. Be the role model
People - Make It Safe1. Turn blame to curiosity2. Rethink “accountable”3. Hold one on ones4. Provide equal air time
Process - Set the Boundaries1. Decision boundaries2. Time boundaries 3. Make policies explicit
Change – Get Comfy With It1. Understand Satir model2. Predict change3. “Complex” work domain4. Communicate “Why?”
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
Practical StepsOutcome - Make it Possible(vision, capability, environment, role model)
1. ______________2. ______________3. ______________
People - Make It Safe(curiosity, “accountability”, one-on-ones, equal air time)
1. ______________2. ______________3. ______________
Process - Set the Boundaries(decisions, time, explicit policies)
1. ______________2. ______________3. ______________
Change – Get Comfy With It(understanding, complexity, “Why?”, prediction)
1. ______________2. ______________3. ______________
@skdifabio © 2016 Susan K DiFabio Consulting [email protected]
http://[email protected]@SKDiFabiowww.linkedin.com/in/SusanDiFabiohttps://leanpub.com/agilejourneys
Thank You – Feedback Please
Susan DiFabio