The original signatories of the Manifesto for Agile Software Development wanted to solve these specific problems: How can we: Bring more adaptability to software development? Stop “plan the work and work the plan” thinking? Release something of value earlier? Especially since teams now had these levers, from the iterative and incremental approaches: Prototype something for […]
I discussed the origins of the agile approaches in Part 5. In this post, I’ll discuss how you can create an agile approach that fits your context. Why should you create your own agile approach? Because your context is unique to you, your team, project, product, and culture. You deserve an agile approach that helps
Which levers does your team need to manage risk in your project? Do you need to cancel the project if you can’t finish a phase? You might not have the time. You might not have the ability to do this project. That’s the point of Serial lifecycles in Part 1. Maybe you need feedback from
So far, we’ve discussed the lever of canceling a project at any time with the serial lifecycles in Part 1. That’s assuming you replan and/or cancel. We added another lever of looking for more feedback with iterating over the requirements in the iterative lifecycles in Part 2. Teams have another lever. They can release increments
Back in Part 1, I wrote about how stage-gate approaches were as agile as we could use at the time. We had one delivery, so our agility was about canceling the project if we couldn’t finish it. However, some smart people also realized that we had another lever, aside from estimation, to replan the project.
Are you trying to make an agile framework or approach work? Maybe you have technical or schedule risk. Or, maybe you’ve received a mandate to “go agile.” Maybe you’d like to experiment with better ways of working. Or, maybe you’re trying to fit an agile framework into your current processes—and you’ve got a mess. You’re
Three Ideas to Boost Your Productivity Several Pragmatic Manager subscribers have asked me about how to build and maintain their productivity. They say they have these problems: The longer they work apart from other people, the less they have the “peer pressure” of a collaborative schedule. They find it hard to maintain focus for a long time.
Some organizations find OKRs help them create superior objectives and achieve some of them. (OKRs are Objectives and Key Results.) The idea is that every quarter you use the company purpose to create audacious Objectives. Each objective then has 3-5 Key Results so you can measure how well you do. You’re not supposed to achieve
Three Tips for Coping When You’re Supposed to Lead We’re several weeks into the COVID-19 crisis, and we still don’t know much about the future. We have some data about the present. But the future? Nope. You might have a title with “lead” or “manager.” And, you might not be sure about what to do
Many people talk about “going back to normal.” We aren’t going to return to normal. That old normal is gone, at least for a year, if not longer. (I suspect we will cycle between remote work and office work for the foreseeable future.) What we can do is discover a new normal. Discovery requires different