Some managers wanted to prevent Bad Things from happening in the organization, so they added policies or procedures. Now, these same managers want business agility. However, the policies and procedures increase friction and make it harder to get the Right Things done. It’s time to start removing some of those policies and procedures. The more […]
Many of us focus on how efficient we can be. Many of our organizations want to maximize our output for every minute and hour of work. However, if we focus on effectiveness first, we create better outcomes for everyone. We don’t waste time working on things that don’t matter. An Example of Moving from Efficiency
I’m struggling to write several posts and I realized I need to define my terms. I keep seeing managers confuse the strategic and tactical. That leads to large and unchangeable roadmaps and a lot of emphasis on predictability. I don’t know how to offer the level of predictability they want for large and unchanging work.
We talk a lot about empowered or self-organizing teams in the agile community. However, I don’t see too many self-organizing or empowered teams at my clients. Not because my clients are stupid—far from it. Everyone does the best job they know how to do. However, every manager’s micromanagement pervades all levels. Instead of talking about
Modern Management: Build a Safe Environment In the agile community, we talk a lot about psychological safety. That’s the safety we need to discuss problems, challenges, or concerns. Here are two examples I’ve seen recently, one at the team level and one in management. A Team Example Cindy, a tester, was convinced the product had
Several of my clients struggle with their deadlines. One of them, Brad, quoted Douglas Adams to me and frowned: “I love deadlines. I love the whooshing noise they make as they go by.” He thought agile approaches would work to “meet” and “enforce” deadlines. I asked him these questions: Do you think people don’t want
I see too much micromanagement, even in supposedly agile organizations. Micromanagement tells people, “I don’t trust you.” When we have insufficient trust, morale and the products deteriorate. Instead, we can extend trust and keep innovating for morale and the products. This image shows a 6-person team where the leader/manager micromanages. All decisions go through that
I explained in Leadership Tip #8 that measuring happiness was a lost cause because happiness is a function of more than just work. I suggested we measure satisfaction. And I didn’t tell you how. (You didn’t mind-meld with me, did you?) Here’s how I’ve measured satisfaction with several teams. I start with the 5-point scale
Modern Management: What Value Do You Offer? Sherry, a VP, was worried. Cliff, a new director, insisted on keeping his “hands in” the code. Now, she realized Cliff focused more on the code than his director role. And he irritated the team because he no longer understood enough of the technical details. Sherry had offered
Do you or your managers want people to be happy at work? That’s a laudable goal. And, in my experience, unrealistic. That’s because happiness is an outcome of a person’s current life context. Instead of happiness, let’s consider satisfaction. When we consider satisfaction, we might discover ways to create a great work environment. That satisfaction might