Your managers want to measure all kinds of interesting pieces of data to run the company well. Much of that is reflected in your organization’s Profit and Loss (P&L) statement. (There’s a great site with an explanation of a P&L statement.) Notice any organization’s three big numbers: Revenue, all the operating expenses, and net earnings. […]
Several times in the past few months I’ve looked for a specific book because of an article I read or a podcast I heard. (That’s a big thumbs up for marketing.) But the book was only available in hardcover or paperback. Why? Some indie authors say that potential readers can “search on my blog for
I discussed how to calculate the Costs of Delay in the previous three posts, and then offered an example in Part 3. Notice that the example uses cycle time or how the team feels about the remaining time to think about the value in order to rank the work. (The links to all the posts
I started this series by discussing why managers didn’t perceive the value of agile coaches and Scrum Masters in Part 1, resulting in layoffs.) Then, in Part 2, I asked those unemployed agilists to review their functional skills, the skills people need to do a product development job well. While those skills are useful, they
If you’re an unemployed agilist, you are not alone. There way too many of you. But the causes and solutions might not be clear to you. That’s why Part 1 of this series discusses your value and what managers want and need. That part discusses why managers see agile coaches and Scrum Masters as staff
You’re an unemployed agilist. And even if you can find an agile coaching or Scrum Master job, the pay is so terrible, you don’t want to take it. That’s because potential employers think these jobs are staff positions. Your previous managers and potential managers don’t see the value of someone in your position. That’s because
Every day, I hear more stories of agile coaches or Scrum Masters losing their jobs. Why? Several reasons: No manager cares about “agile” even if they care about agility. So, selling “agile” into the organization doesn’t create any traction for change. Agile coaches and Scrum Masters are staff positions, not “line” jobs. Worse, many agile