Introduction to an Agile Transformation series… I’ve seen several agile transformation challenges. Since I want to address those challenges, this is a series of posts about agile transformation. The problems I’m planning to address are: Understanding why agile, why now Change and why we might not be so facile with change and how that challenges […]
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
You may think the #MeToo tag doesn’t have anything to do with product development. Not so fast. When people behave badly (more often it’s men than women, but it can be either), the people suffer. When the people suffer, the product suffers. It suffers in development and it suffers in release. The issue is this:
I’m not going to summarize each part, but to treat all of these as a whole. Let me circle back around to what HR does, as in Part 1: Administration and Benefits Compensation and rewards Education and training Recruitment Hiring If the organization wants to create an agile culture, it makes sense to change the