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One of my clients wants to use shared services “teams” as they start their agile transformation. Their developers work on a product for months and years at a time. The organization lives with many delays when the managers choose a shared services model. That's because the managers think resource efficiency works.
Daniel Vacanti and Prateek Singh graciously invited* me to be on an episode of Drunk Agile: Episode 37 Johanna Rothman Part Deux More Bigger Aging. We didn't address this as much because I wrote about this in Manage Your Project Portfolio. Ordering the work by value, even though agile approaches hope the value changes. (Re)defining
In Part 1 , I wrote about how “Agile” is not a silver bullet and is not right for every team and every product. This post is about how management fits into agile approaches. Too often, managers think “agile” is for others, specifically teams of people. Managers Create and Refine the Culture.
I told the story of Cliff, a manager who wanted to understand why the projects were so late. One eagle-eyed fellow asked me this question, “How long was the time from T0 to T1?” ” I said, “Managers might spend as little as a quarter and as much as a year or two. .”
We hear about agile teams, in the form of product or feature teams. However, too many managers still work independently. That’s a problem when the teams have organizational problems a single manager can’t solve. Instead of managers working alone, what if we had teams of managers? Benefits of Management Teams.
What issues will they bring to automotive project management, and what are the ways to address them? Such a complicated multi-project environment with its project dependencies and shared resources requires a well-thought project and resource management approach. . Manage uncertainty and risks . The need to cut costs.
Employee burnout is a common phenomenon, but it is one that companies tend to treat as a talent management or personal issue rather than a broader organizational challenge. For example, by adopting agile principles, leaders can motivate and energize teams, and give individual team members a way to own the results.
Business organisations and management consultants have long had a contractual rather than an employer/employee relationship. I recently worked on a consulting project where the title of one of the managers was “regular contractor”. Contractors need to be highly disciplined, organised, and have excellent timemanagement skills.
Our approach is rooted in extreme programming and agile processes , and the foundation of our work environment is a pair programming culture. I’m not quite as motivated (in terms of my fitness) or organized (in terms of my timemanagement). I wake up at 8 AM, barely enough time to shower and catch the subway.
I converted from my religiously observed to-do list (daily work plan) to this calendar system, also known as timeboxing (a term borrowed from agile project management). Disciplined timeboxing breaks us free of Parkinson’s law by imposing a sensible, finite time for a task and sticking to that. This was enough for me.
For example, today’s manager spends a lot of time emailing, gathering data , running meetings, and making spreadsheets, so the utility for improving at these activities is especially high. Combine time and utility, and you get a simple 2×2 matrix with four quadrants: Learn it right away: high utility, low time-to-learn.
Only invest time and resources with clients that appreciate and need what you have to offer. This leads to improved win rates, higher customer satisfaction, and better timemanagement. For most sales teams, 80% of revenue should come from approximately 20% of clients; do not waste valuable time on unqualified prospects.
Only invest time and resources with clients that appreciate and need what you have to offer. This leads to improved win rates, higher customer satisfaction, and better timemanagement. For most sales teams, 80% of revenue should come from approximately 20% of clients; do not waste valuable time on unqualified prospects.
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