This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
This article provides a comprehensive framework for measuring the long-term impact of L&D initiatives and tracking the ROI of learning programs over extended periods, complete with real-world success stories and actionable metrics. Productivity metrics: Assess changes in output per employee or team efficiency.
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.) That's why I then asked people to review their product-oriented domain expertise and agile-focused domain expertise in Part 3. Especially, Agile is Not a Silver Bullet.
I've met a number of agile coaches recently. Even though the client asked for agile coaching, that might not be what the client needs. Even though the client asked for agile coaching, that might not be what the client needs. These questions have nothing to do with a “better agile” or “better Scrum.”
I see many teams and team members who say, “Agile stinks. ” When I ask people what's happening, they say: We're doing an agile death march because someone else already told us what we have to do and the date it's due. And don't get me started on how coaches tend to do life coaching instead of support for agility.)
(That link just goes to the first post) My most recent book: Project Lifecycles: How to Reduce Risks, Release Successful Products, and Increase Agility. In addition, here's the unedited transcript: Agile _ Adapt – Expert Talk – Johanna Rothman – April 2024 in docx format. Luke and I always have fun discussions.
In Effective Agility Requires Cultural Changes: Part 1 , I said that real agile approaches require cultural change to focus on flow efficiency , where we watch the flow of the work , not the people doing tasks. Can you create an agile culture for your team even if you can't change how the organization works? 1,2 and so on.
In Effective Agility Requires Cultural Changes: Part 1 , I said that real agile approaches require cultural change to focus on flow efficiency, where we focus on watching the work, not the people. If you and your team have been practicing real agility, you might say these ideas barely show any agility at all.
We talk a lot about empowered or self-organizing teams in the agile community. When Mark Kilby and I wrote From Chaos to Successful Distributed Agile Teams , we said the easiest way to create a system that worked for the team was for the team to create its own board. Agile Approaches Require Management Cultural Change.
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 these managers think agile coaching and Scrum Mastering is a staff job, not a line job. But I’ve consulted for a long time. Worse, many staff jobs are commodity positions.
And, they want metrics. I wrote a series about that, starting with Agile Approaches Offer Strategic Advantage; Agile Tools are Tactics, Part 1.). The post A Common Tool Trap: the Tool Will Help Your Delivery and Planning Problems appeared first on Johanna Rothman, Management Consultant. That's never worked. We will see.
Every day, I hear more stories of agile coaches or Scrum Masters losing their jobs. 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. You might not like these ideas.
That time is spent establishing financial and operational metrics, aligning goals with overarching strategy, allocating resources, and reviewing key metrics. High-performing teams spend 14% more time checking their progress against strategic goals by reviewing key metrics and shifting resources accordingly. Insight center.
That part discusses why managers see agile coaches and Scrum Masters as staff positions, not line jobs. This post is about your deep domain expertise, first in product, then in agility. Assess Your Product Subject Matter Domain Expertise There are at least two kinds of domain expertise: the product itself, and agile/lean expertise.
I suggested ways to think about more agile budgeting in part 1. Also, see From Chaos to Successful Distributed Agile Teams. You can use incremental funding, incremental budgeting, and lean metrics to manage the project portfolio and adapt. Use the data you need to have a more agile approach. I didn't tell you why.
See Why Shared Services “Teams” Don’t Work with Agility and Unearthing Your Project's Delays.) Ignorance of the flow metrics. Luckily, the flow metrics help everyone see where the teams have value and where there is just cost. Here are the four flow metrics: WIP: the current number of work items in progress.
To further scale the company and increase performance and profitability, the private equity firm identified the need to address operational inefficiencies, optimize the organizational structure, and develop a high-performing and agile leadership team. Two senior team members were onboarded. Let's talk CONTACT BRIMSTONE.
Ryan Ripley interviewed me on his podcast, Agile for Humans 83 about Create Your Successful Agile Project. I didn’t stint on my opinions or on my experience with agile teams. I don’t find it useful in an agile project unless you use incremental funding. We had a blast. That’s me.
Are you looking for work, either as a consultant or a candidate? And candidates and consultants invest time that has no perceived payoff for them. I agree—hiring managers do need to assess a candidate's or consultant's skills. (I So what can a candidate or consultant do to show their skills without working for free?
As a manager, while you might have a bunch of metrics, most of those measures don't help you manage. ( See Agile Program Measurements to Visualize and Track Progress and Measure Cycle Time for my suggestions of what to measure. I have more ideas and a more in-depth discussion in Create Your Successful Agile Project.).
The agile project manager asks, “What percentage confidence are you comfortable with for a given item? Yes, I said this in Predicting the Unpredictable and Create Your Successful Agile Projec t.) If you're not sure about cycle time, read Flow Metrics and Why They Matter to Teams and Managers.
No one cares about a team's agility—with the possible exception of the team itself. The managers care when the team can release those products—that's why managers use capitalization metrics. The more agile the approach, the faster the team can deliver value to the customers—without late learning.
We don’t need to track metrics to succeed as a business.” But we have worked with many leadership teams that acknowledged, “We don’t know what metrics to track to get meaningful insights so that we can make strategic, timely business decisions.” Put simply, data visibility enables business agility. Sales metrics.
Take Tom, a website developer whom I met on a consulting assignment at an accounting firm. But since Tom’s boss was under pressure to meet a number of website metrics, she didn’t have the flexibility to implement his ideas. ” At first, Tom wasn’t deterred. But it’s not just that play “feels good.”
In the agile and lean communities, we talk a lot about transparency. This image is the transparency principle we used in From Chaos to Distributed Agile Teams. And, a much more agile organization. What do agile managers do? That includes any interim measures, including cycle time metrics. People Solve Problems.
As a consultant, she’s led hundreds of workshops, delivered talks and keynotes around the world, and dipped her toes into Pecha Kuchas. As for certifications, as I write this in 2019, the agile community has too many framework battles. Along the way, she's learned about vanity metrics and metrics that work.
Ever since I was on the Troubleshooting Agile podcast , I've followed Squirrel and Jeffrey. (I Instead, they create hypotheses, review all their flow metrics, and change several things at the same time. The post Progress Instead of Perfection With a Single Source of Lies appeared first on Johanna Rothman, Management Consultant.
By Ashish Chawla, Global Head, Cognizant Contentworks; Shubham Choudhury, Senior Manager and Consulting Lead, Cognizant Contentworks. However, many are not equipped to confront the legion of new, more agile competitors—and run the danger of becoming the losers in that war. Tomorrow’s IME Landscape. Delivery personalization.
It is agile and uses strategic thinking to align on a common vision, objectives, strategic imperatives, long-term strategies, short-term initiatives, and the metrics needed to drive and track performance. The post Accelerate results in your first 90 days appeared first on Brimstone Consulting LLC. Our process drives results.
See Flow Metrics and Why They Matter to Teams and Managers for why this happens.) I discussed this a little in Aging Fun with Drunk Agile (Video) and in How to Assess the Value of Old Data and Its Effect on Aging.) That's why aging is a part of the flow metrics feedback loop on the top of this post.
This is one of the reasons Mark and I wrote From Chaos to Successful Distributed Agile Teams. Your team might not need an agile approach. This includes the team's board and the team's metrics. I wrote Lessons Learned from Leading Workshops about Geographically Distributed Agile Teams with Shane Hastie back in 2013.
We have been working with leaders to achieve accelerated results and (re)build a stronger, more agile organization, by taking their team through the Senior Team Alignment Process (STAP). The process is agile, fast, flexible, and time competitive. Ownership ensures accountability and execution.
I delivered a webinar called AgileMetrics for Team and Product Progress last week, thanks to the nice folks at Innovation Roots. One person gave me a new saying about metrics (at the end, during the Q&A): Are you data-driven or data-informed? If we use agile approaches, does that mean we never have a target?
SME Strategy is a strategy consulting firm that specializes in helping organizations align their teams and operations around a shared vision, mission, values, goals, and action plans. To make tracking progress effective, it's important to set SMART goals with specific metrics and targets that can be accurately tracked in software.
See What Lifecycle or Agile Approach Fits Your Context? Finally, they moved to an incremental lifecycle and then to an iterative and incremental but not agile lifecycle. Almost all of these clients think they are using an agile approach. But while they use the agile words, they still work as if they are in a serial lifecycle.
In my experience, effective managers act a lot more like effective consultants when they choose which role to use at the time. And given the plethora of “agile” coaches, too many managers have relinquished their coaching roles to these (supposed) agilists. Which role fits this situation? I feel another blog post coming on.)
In preparation for a recent consulting engagement, the client, Tim, said, “I want you to track meeting attendance. Easy Measures vs. Outcome-Based Measures People only call consultants when they want to change something. Consultants can ask, “What outcomes do you want to see?” Measuring the outcomes we need?
They say absence makes the heart grow fonder, but that didn’t seem to be the case for consultants in the depths of the COVID pandemic. Now, clients are more positive than ever—on average, 81% of clients describe firms in positive terms on the same metrics.
We want more collaboration and smaller stories in any agile approach. In Create Your Successful Agile Project , I recommend against velocity or using story points. The post Measure Cycle Time, Not Velocity appeared first on Johanna Rothman, Management Consultant. Use Cycle Time to Estimate Story Duration.
Agility” is the management word of the decade for sure. But to move with agility in a complex organization requires leaders to be confident that important decisions are being made at the right level and location across the enterprise. As consultants we see this pendulum swing all too often. What is “center-led”. An Example.
Abhay Pande, David Boyd, Paul Siegenthaler and I from The Agile Gorilla collective are joined by David Cox, a business transformation professional with a passion for Customer Experience. For over 15 years, David Cox has worked around Europe, South America and the Middle East helping clients drive revenue growth and customer loyalty.
That's why I wrote Project Lifecycles: How to Reduce Risks, Release Successful Products, and Increase Agility. ) Yes, Little's Law and the flow metrics rule our work. That will reduce WIP, increase throughput, and decrease cycle time all the good things about flow metrics. That creates dependencies and multitasking.
Key themes include: Business Model Transformation: Legacy consulting models are evolving to accommodate the digital world’s diverse needs. Digital Agility: Technology enables greater adaptability in response to changing conditions, helping firms accelerate digital transformation and optimize various aspects of their operations.
The most common chief executive exaltation we hear is “We must be more innovative, agile, and adaptable.” We were struck by the dissonance with the ambition — if you want to be more innovative and agile and anything could happen, isn’t that a truly brilliant notion?
Are able to better track and assess shared performance metrics tied to overall business strategies. Enhancing Organizational Agility We know from change management consulting experts that organizational agility is a crucial determinant of success. Foster an environment where employees can collaborate, thrive, and grow.
We organize all of the trending information in your field so you don't have to. Join 55,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content