It took me a couple of days reviewing these posts to realize I’d missed one of the biggest problems in organizations especially when it comes to human interactions: romance. When I was single, I did date people who were my peers in my organizations. I still see office-romance occur with a fair amount of frequency. […]
I’m (finally!) circling back around to Joe Berkowitz’s statement: There is no template for how to be a good man in the #MeToo era. I said that respect provided that template. (And, we can say “good people” instead of only men because abuse of power is not limited to men. See Power, Management, and Harassment: It’s
I started this series positing that respect is the cornerstone for how we might treat each other, to manage our interactions with success, especially in light of the #MeToo conversation. The series so far is: Organizations Are Not Families, Part 1. Why the metaphor of family-as-org demeans the people working there. Build Respect in Organizations,
I wrote about treating each other with respect in Organizations Are Not Families, Part 1. In these respect posts, I’ll address possible ways we can treat each other with respect. These are not the only ways. You might have better ideas than I do. Please do comment if you’ve seen alternatives that work better. I
I started this series positing that respect is the cornerstone for how we might treat each other, to manage our interactions with success, especially in light of the #MeToo conversation. The series so far is: Organizations Are Not Families, Part 1. Why the metaphor of family-as-org demeans the people working there. Build Respect in Organizations,
I read Joe Berkowitz’s story in Fast Company, John Oliver Was Right: It’s Time To Confront The Dustin Hoffmans In Your Life. There’s a link to a video excerpt in which Hoffman discusses the idea that the people felt like a family. Mr. Berkowitz says this: There is no template for how to be a good
Ron Jeffries, Matt Barcomb, and several other people wrote an interesting thread about prescriptive and non-prescriptive approaches to team-based agile. The issues are nuanced and for me, don’t lend themselves to a Twitter discussion. (Learning how to write short and coherently is a different post.) If you don’t want to read the entire thread, here
As Mark Kilby and I work on the geographically distributed teams book, I realized this morning that we need to define cost per feature. I already wrote Wage Cost and Project Labor Cost and the management myth that it’s cheaper to hire people where the wages are less expensive. (It might be, but it might
The Pragmatic Bookshelf is having its annual Black Friday sale, starting Nov 22, and running through Dec 1. All ebooks are 40% off. Yes, all of mine and everyone else’s. Including Create Your Successful Agile Project! Use the code turkeysale2017 to get the discount. Give thanks for books 🙂 Happy reading!
As Mark Kilby and I work through the images and text for the geographically distributed teams book, I wanted to clarify what collocated and distributed mean. Collocated teams sit near each other in space. However, not everyone agrees on what is “near.” In Developing Products in Half the Time, Smith and Reinertsen use the Allen