Agile – Agile Mindset
Well it’s Friday! Thank God! I get to go home to my family today!
Let’s talk about and share our failures. Not all of them, we don’t have that much time. BUT, everybody’s doing it! The ocean of failure is deep. I do more than my share to keep in full.
Yeah, I know some people never fail and will never admit it when they do. They will also likely not improve at a fast enough rate to stay competitive. My wife has helped me see this in myself over the past fifteen years. She is an amazing partner and mother to my four kids.
I’ll go first of course. The key here is to learn and improve. You don’t need to get personal, just enough to learn. And remember, praise in public, and critique in private. Let’s practice…
Recently I missed an important meeting because I didn’t pay enough attention to the time zone change (during my near constant travels). I feel horrible about it. It was an epic failure too. I was at the Verizon store transferring my phone service (crap — another story). I was distracted and thought I had two hours till the meeting. I completely bombed and forgot about the time change and dissed my VIP attendee.
Since then, I have improved and organized my various accounts and calendars to avoid this in the future. I also apologized profusely to my victim and offered repentance.
See that wasn’t so hard. I was lying. That was really, really hard. But we must learn in a world that shuns constructive feedback.
Now, how do you approach building this valuable pattern of openness, improvement, and empathy into and entire organization? Professional sports teams do it. Why are many enterprises stuck in perfection and failure is damaging to a career?
It all starts with individuals and interactions. At the tip of the spear we can begin to shape and build new behaviors. These new behaviors can be replicated in your team. Your team of teams (ART!), your division, group, and organization.
Start with a 1:1 working agreement with one of your coworkers to provide each other with completely transparent (a SAFe core value) feedback in the form of constructive criticism on a regular cadence. Choose someone that you interact with regularly. Agree to be respectful and honest. Create improvement items. Agree to keep your interactions completely discrete.
Grow from there to sharing your experience and growth with others on your team or organization. From there you can influence others to learn how to take criticism and feedback in a positive way.
For those of you that are not aware of this great virtual conference, be in the know! It is that time again where Tom Henricksen is organizing speakers on all topics Agile, including transformation, scaling, tooling, and of course the Scaled Agile Framework for Lean Enterprises.
Yours truly and blogagility.com have supported the summit since 2017 and it has been a joy to work with Tom.
So, check out the schedule to be released soon and be sure to join all of the presenters in learning and growing your agile knowledge and skills.
#scaledagileframework #SAFe #agile #scrum #lean #systemsthinking #kanban #tps #leanthinking
Interesting topic. What do you do with “Agile” coaches who are incapable of displaying the values of Agile?
There are a few Formula1 videos around the web that we use to teach about the economics of batch sizes, particularly in the SAFe, where the teachings of Don Reinertsen are embedded in the body of knowledge. I found this new video on LinkedIn today and thought I would share them with the community.
Remember, we are trying to reduce the transaction cost of a batch. In these videos the older pit stop people, process and tooling resulted in a much higher transaction cost compared to the modern pit stop with automated tools and swarming. This can be done through automation, architecture, tools, kaizen of process, and through new ways of thinking and working, and even new ways of feeling. We must pay particular attention to the relationship between tools, people, and process as optimizing one without tuning the others may not improve anything (systems thinking).Read the rest of this entry »
A coach shared this with me and I thought is was pretty good stuff. Here ye go in PDF format. Not from Cliff, but…