Agile Maine Day 2016

Tweets and photos from Agile Maine Day 2016, Portland, Maine – Friday, May 6

Photos from the Agile Maine Day 2016 are available here: https://t.co/VYSeP2t97T #agilemaine #agilemaineday https://t.co/TkC48MbH1K

Photos from the Agile Maine Day 2016 are available here: https://www.flickr.com/groups/2809598@N23/pool/ … #agilemaine #agilemaineday

Tweeting today from Agile Maine Day. @agilemaine https://twitter.com/agilemaine/status/728525217119805440 …

.@agilemaine keynote by @GradyKen: The most important question: Why do you do agile? Valuing individuals & interactions over processes.

Grady: With agile, went from idea on a whiteboard (with cross-dept collaboration) to a product in the field in 4 months @agilemaine @GradyKen

Grady: Processes need to support values. Why are you doing what you’re doing, for your company, for yourself? @agilemaine @GradyKen

Insights from @agilemaine speakers: Get leaders to name principles, not specific tasks, and let the team iterate low-cost experiments.

Garth Knudson @garthknudson: Need clear measurements to deliver expected value #agilemaine

Insights from @agilemaine speakers: You can only succeed within an org’s context. Agile projects can fail due to lack of vision.

Insights from @agilemaine speakers: Need commitment to transparency. Needs to be safe to say “no” in an organization. Agile is hard.

Insights from @agilemaine speakers: Since Agile empowers teams, management needs to support work. Talk with leaders & make good agreements.

Insights from @agilemaine speakers: Agile is a learning framework of growth through early low-cost failures, but within “guard rails”.

Insights from @agilemaine speakers: Start with a minimal actionable goal and “patterns of action” that lead to increased constituent value.

.@agilemaine: Next session is @DanielMezick on engagement in agile. I met him at the 2012 Agile Culture conference: http://jaycollier.net/2012/09/14/culturecon-2012-lexicon/ …


.@DanielMezick on Engaging an Agile Workforce at @maineagile day. pic.twitter.com/jzMrxOcm4g

Mezick: Need to find ways to engage employees (Gallup). The change to agile is hard and people can disengage. @agilemaine @DanielMezick

Mezick: Imposing a process on a team is an antithesis to agile. Needs to be organic, engaged. http://martinfowler.com/bliki/AgileImposition.html … @agilemaine @DanielMezick

Mezick: When detailed Agile practices are mandated — before getting agreement — teams may resent it. @agilemaine @DanielMezick

Mezick: Start small. Make meeting invitations engaging, start at 10 past the hour, and get a facilitator. @agilemaine @DanielMezick

Mezick: Invitations are fundamentally respectfully of individuals. Explore Agile with Agile practices. @agilemaine @DanielMezick

Mezick: Convene open-space all-hands meetings, select topics, break into small groups, iterate, return and report. @agilemaine @DanielMezick

Mezick: “Open-space” approach to agile processes. Start with learning the manifesto http://agilemanifesto.org/ @agilemaine @DanielMezick

Mezick: Open space meetings can include conflict and allow individuals to be heard safely. http://openspaceagility.com/big-picture/agile-manifesto/ … @agilemaine @DanielMezick

Mezick: People write the future in open-space, collaborative meetings. @agilemaine @DanielMezick

Mezick: Good games require progress and are always opt-in (respect). Not good to say “you have to play game”. @agilemaine @DanielMezick

Mezick: Open-space agility approach process, handbook, resources: http://openspaceagility.com/big-picture/agile-manifesto/ … @agilemaine @DanielMezick


Mezick: Comforting lies are always more popular
than unpleasant truths. https://t.co/j0Dm51qkjU
@agilemaine @DanielMezick

Mezick: Comforting lies are always more popular than unpleasant truths.  … @agilemaine @DanielMezick

Mezick: Agile culture as implemented at Bridgewater: radical transparency and authority distribution http://www.bwater.com/home/culture–principles.aspx@agilemaine … @DanielMezick

Mezick: Ray Dalia: Ego stands in the way of innovation. Trust and truth come first. http://www.bwater.com/Uploads/FileManager/Principles/Bridgewater-Associates-Ray-Dalio-Principles.pdf … @agilemaine @DanielMezick

Mezick: Transformation is never done, but continues. (JFC: Spiral model of human development, iterative growth.) @agilemaine @DanielMezick

Celebrate successes and recognize value of failures, repeatedly. @agilemaine @DanielMezick

Mezick: You only need about 15% of people to tip the model. Work with them, demonstrate successes, and expand. @agilemaine @DanielMezick

Mezick: http://newtechusa.net/dan-mezick/ @agilemaine @DanielMezick
teams, where members can share feelings, are
vastly more successful…scaling requires positive
trust @agilemaine https://t.co/z6WtGVI2er

Next: @ajayreddy on Reasons why Agile fails. @maineagile https://www.linkedin.com/in/ajaygreddy

Reddy: Every team and organization needs an animating purpose. Not just a vision statement, but a commitment. @agilemaine

Reddy: Agile approaches work when they result in economic benefit, are sustainable, and flexible. @maineagile

Reddy: Cultivate servant leadership. Beyond removing impediments, empower, build shared vision, coach. @agilemaine

Reddy: Recognize complexity. Don’t converge on solution prematurely. Use metrics, allow failure, early knowledge gathering. @agilemaine

Reddy: You don’t know what you don’t know. Respect complexity. (Research on successful knowledge work is just getting underway.) @agilemaine

Deming: 97% of problems are based on natural variations. Only 3% are truly root causes. Focus. @agilemaine

Reddy: Hyper-urgency often leads to premature action or acting on non-root causes, causing more, cascading problems. @agilemaine

Reddy: Make sure the voice of the customer is reflected. (In education: include multiple types of students as “product owners.”) @agilemaine

Reddy: Find balance between principles and practice. Not too visionary, not too tactical. Need both at best balance. @agilemaine

Reddy: Team must understand relationship of work to value of product or service. Align Purpose + Process + Practice @agilemaine

Reddy: Manage risk in new ways, including partnerships and trust. @agilemaine

Reddy: Budgeting practices need to support the distributed-authority nature of agile: small batch sizes. http://bbrt.org/what-is-beyond-budgeting/ … @maineagile

Reddy: Change is hard, forced change can be painful. Don’t underestimate change fatigue. Focus on 1 or 2 initiatives at first. @agilemaine

Thank you @ajrdy for a great session. @agilemaine


Building a shared understanding with story mapping @sonarc @agilemaine #agilemaineday pic.twitter.com/Kjx6F9LjrT

Jared Spool (via Kriegel): Stages of UX. 1. No UX. 2. UX as resource (limited impact). 3. Embedded UX. 4. Infused UX. @agilemaine @sonarc

Kriegel: Integrating UX is a culture change like integrating Agile is, too. @agilemaine @sonarc

Jeremy Kriegel on Agile UX Design. @agilemaine @sonarc

Kriegel: 1. Goals. 2. Users. 3. Activities. 4. Solutions @agilemaine @sonarc

Kriegel: 1. Goals. Storytelling. Once upon a time _____ Then one day _____ Because of that _____ Until finally _____ @agilemaine @sonarc

Kriegel: 1. Goals. Write story elements on cards, stack of cards. @agilemaine @sonarc

Kriegel: 1. Goals. Forced prioritization: Start with 2 goal cards. Move one up. Add another card and rank, repeat. @agilemaine @sonarc

Kriegel: 2. Users. Assumptive user profiles from those who can serve as proxy for customers and roles. @agilemaine @sonarc

Kriegel: 1. Users. Write a stack of stickies with customer qualities, and organize them into groups on whiteboards. @agilemaine @sonarc

Kriegel: 1. Users. With stickies into grouped user profiles on board, have team put dots on 3-4 key user profiles @agilemaine @sonarc

Kriegel: 1. Users. Story mapping by time. Function areas, then activities: Create an account, select products, check out. @agilemaine @sonarc

Kriegel: Storyboards. Start with cards. Then, http://storiesonboard.com/ https://cardboardit.com/  @agilemaine @sonarc

https://t.co/ZUH4iGKZoe·

Kriegel: [1] 2. Users. Design Studio method. Identify focus area, sketch for 8 minutes on 4-up screens, share, repeat. @agilemaine @sonarc

Kriegel: [1] 2. Users. Design Studio method. At end, allow positive feedback only. The rest fall off on their own. @agilemaine @sonarc

Kriegel: 2. Users. Design Studio method. 24 variations down to 4-6 in one hour. @agilemaine @sonarc

Kriegel: If you have to work with large groups, break them up into smaller groups (3-5). @agilemaine @sonarc

Bob Fischer on Erasing the Artificial Boundaries between “Technology” and “The Business.” @agilemaine

Fischer: Change language from “client/owner” to “co-partners” and release from role expectations. @agilemaine

Insights from @agilemaine speakers: Use failure as a learning tool, get agreements and user perspective early, start with team change.Thanks everyone for coming out and being part of #agilemaineday ! #agile #agilemaine pic.twitter.com/vFAbxjhrI5
MILJAN BAJIC

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