Aside Posted on Updated on
And the Agile Game of Thrones continues, a self-defining and destructive process where no people or processes or frameworks win. Everyone loses. The Agile End Game.
Next time can we do it TOGETHER?
Or, perhaps we should work on common ground now to defeat the enemies that so called “Agilists” claim to challenge?
Aside Posted on
Enjoying the questionnaire Nissreen Barakat. I have pondered this question for a while too. I don’t feel like the answers I’ve found so far tell the whole story, although most are decent. What are your thoughts?
From your point of view, what is the definition of organizational agility?
My take at starting the discussion:
An internalization [permanent] of the capacity of an organization to consume simple, complex and/or complicated problems quickly without requiring a formal reconfiguration or restructuring (adaptability) of the organization’s internal structure while being able to deliver on the mission and value delivery in a way that customers of the organization would consider successful outcomes. Measurable organizational agility would be reflected as a learning culture focused on relentless improvement with no regret failure. “Pivoting without mercy or guilt” as Leffingwell and Knaster would say. Learning cultures in organizations should also be able to consume chaotic problems by bringing order to the chaos through iterative experimentation and study of outcomes and generation of new hypothesis. Also, organizational “agility” is possible without “Agile.”
#SAFe #Agile #agility #organizationalagility #howto #whatnext
Background for the SAFe PMPO Lean-Agile Learning Plan with Open Space Experiment
Earlier this month I co-instructed the SAFe PMPO course with my coaching team (Papa Joe “The Marine”, Joe Sr. “The Arbiter of Lean-Agile Justice”, Giuseppe “Amazing Joe” (Joe3 we call them), and Scottie “The RTE Guy”). It was by far the most impactful course we have instructed as part of the transformation using the SAFe as best practice guidance. The team has been working for over a year to transform my client’s (FAA-ESC) organizational culture from traditional into a continuous learning and innovation culture based on trust, stewardship, servant leadership, systems thinking, empiricism, and the Lean-Agile value system and mindset (all as The Agile End Game). Read the rest of this entry »
Great news network! We are building a new enterprise lean-agile team to support our clients in Oklahoma!
We are hiring Agile coaches (preferably SAFe© SPC4 and RTE’s) and Agile Scrum masters at all career levels. I am the chief career experience servant leader for the team. Private message me for more information and an interview request. Not all requests will receive a reply, apologies. I will be screening your detailed LinkedIn profile (+ me so I can see it). Resumes / CVs are not desired.
If you are only looking for a job please do not apply. We are not a body shop. We are passionate servant leaders focused on value delivery and successful outcomes with great work-life balance. For all stakeholders.
Must be a US Citizen, self-motivated lifelong learner and be able to obtain a security clearance. This team will support our U.S. Federal government, State government, and commercial clients.
Big letter “A” Agile experience required. Be prepared to explain in detail your knowledge, understanding, philosophy of Agile mindset, values and principles. Excellent, well rounded communication skills are an absolute requirement. SAFe experience is encouraged, but other scaling frameworks are also acceptable. We do best practices, not framework wars.
No third party queries please. Many thanks to those that have already communicated. We are still in progress, not done done yet. WIP limits…
Have you ever worked in an organization run by committee? All decisions requiring consensus, even the minutiae? Immutable command and control structures that were often too busy to collaborate with underlings? What did their results look like? I like how Mel ties in the social construct and communication into the discussion of organizational structures. How we work together is important, just like what we are working on.
To the extent that an organization is not completely flexible in
its communication structure, that organization will stamp out
an image of itself in every design it produces.
… Because the design that occurs first is almost never the best
possible, the prevailing system concept [the design] may need to
change. Therefore, flexibility of organization is important to
effective design. Ways must be found to reward design managers
for keeping their organizations lean and flexible.
We had a “SAFe Air Bear” visit us for P3 PI Planning this week! Hilarious selfie’s ensued… The SAFe Air Bear was motivating our Agile Release Planes (ARPs) to successfully plan out feature flights for the next three months (Program Increment three).
Two ARPs, and a little over 150 people participated. Still working on feature / PI Objective counts… Release Plane Flight Engineers, where are you?
We are formally requesting an “Air” version of the SAFe. Airplanes are faster than trains. They can go where trains will never reach without tracks. Quality is higher on a plane than a train. Airplanes can break the sound barrier. In-flight entertainment.
Due to privacy laws, I had to blot out people. But not the SAFe Air Bear. I do not work for or represent Scaled Agile Inc…
Coaches and Practitioners of Lean-Agile and the SAFe
In my experience the amount of time that we get to spend in Lean-Agile and SAFe courses on the subject of Velocity and Capacity Planning is inadequate. So I spent some time building a tool for one of my client organizations. I have since spent some time greatly enhancing the tool and getting it ready for distribution. I am offering the tool for free. All that I ask is if you decide that the tool has value and you are going to use it, to like my blog. Perhaps even share this article on your favorite social media. Read the rest of this entry »