As the holiday season and the New Year approach, I wanted to take some time and review your favorite Agile articles of 2016. Maybe you’ve read them all already or maybe there is still something new and exciting to learn.
Without any further ado lets dive in.
10th place – Top 5 Most interesting Scrumban Boards
Learn all about the creative and clever ways to organize your Scrumban boards. These teams are certainly doing it right.
9th place – The Ultimate Agile Guide
The inside look into the way Agile functions, how to choose the right approach and not to fail during the first week. Enjoy the tips & tricks gathered from our experience.
8th place – Agile Hierarchy – How Are The Methods Related?
Ever wondered how all of the Agile methods relate to each other? From which method, did another evolve? We have all of your answers in one nice Agile family tree.
7th place – Transitioning to Agile: Running Effective Meetings
When transitioning to Agile it may be difficult to grasp what counts as an effective meeting. Instead of wondering if you are doing a good job, take a look here and know for sure.
6th place – The SAFe Way To Scale Agile
Is your company ready to move Agile from small teams and into the company mindset? Learn all about scaling Agile with the SAFe method and see if it could be a solution for you.
To be continued with the top 5 articles next week – keep on reading the year is not over yet!
When it comes down to a team, we want one that does a great job, works together well and is motivated to stay on. While it is relatively easy to ensure the first two, keeping everyone motivated has always been a tough one and is becoming even tougher these days. As millennials take over the workforce, it is evident that earning their loyalty is quite a different process than it was before. So will millennials become a productive part of your team or will they move on even before you can sense something’s wrong?
We all have some idea about the standard millennial – they are inconsistent, disloyal and ready to bolt as soon as something better comes along. So what should you as a manager do to make sure your team does not fall apart every few months? Well first we need some clear data about what makes a millennial tick and luckily, Deloitte has already done the job for us.
According to their Millennial Survey 2016, 66% of millennials surveyed are expecting to leave their organization by 2020. While this is expected, realizing that 2/3 of the workforce is planning on leaving is still unsettling. Most of us would certainly like to avoid that fate. So let’s see why exactly this generation is willing to do so.
Last week I talked about the importance of getting to know your customers and collecting their feedback. This week, I want to bring the focus a little closer to home, to the employees. No matter how you slice it, your employees are the key in making everything happen. Without them there would simply be no company. However, we often forget that and observe a diminishing engagement and lack of morale. So what should you do to make sure your team stays as enthusiastic about the future as they were on day one? I am sure these tips will help put you on the right track.
- Define the rules of the game
Before even talking about empowering and engaging employees, you should make sure that there are clear rules to define the processes. Not only that, but that you also take some time and talk these rules out with your team. Have an open discussion about the management practices and you will be surprised about the valuable feedback and insights that will be offered. This way, you will not only make sure they know the rules, but also have the team be part of their creation.
Genuine interest and open doors will put you ahead of the game.
It is no secret, that project management is more than just following deadlines and overseeing work. No matter the size of the company, managers have to take on various roles to make sure their team reaches the desired result. This role juggling may be well known to the experienced project managers, but for those still ranking up their expertise, multiple hurdles await.
Check out our list of the most common project management daily struggles and their solutions.
- The lack of motivation within the team
When managing a group of people all in pursuit of the same results, you will inevitably find yourself dealing with team members that seem to have lost their drive. It will put your project behind and influence the rest of the team in a negative way. When faced with such a situation, it is important to remember that it is your job, not to only create the plans for the future, but to also make sure the team is motivated to complete them.
As any project manager would tell you, having a great team is one of the key factors in project success. They will help you face the challenges, look for solutions and deliver a result that you are looking for. Agile teams are no exception and can either help you to achieve goals or be a destructive force for the whole project. So how do you form an Agile team that will bring the success you are looking for?
The most important thing you have to understand is that the traditional teams and Agile teams are two quite different things. Simply slapping new titles on the old team does not an Agile team make. The key difference between a traditional and an Agile team is that the latter has to be completely self-sufficient. In other words, it has to be diverse and independent enough to produce a working, tested increment of a product. To make sure your new Agile team can do that, there are a few things you should be aware of.
While for the traditional teams it might be perfectly fine to have five designers and no developers, this will be nowhere near okay for Agile. By definition itself, Agile teams have to be diverse enough to produce a working part of the product. This means that an Agile team has to be made of just the people that are needed to do that.
While switching to Agile practices is nothing uncommon these days, we are still often reluctant to accept it when it comes into our lives. This has little to do with the methodology itself and simply rests on the fact that most of us do not like change, any change. The question here is – should you focus on the fact of facing change or should you instead focus on what great rewards you will get after? We pick the latter and here are our top 3 things to look forward to after an Agile switch.
- Meaningful documents and meetings
Having to deal with excessive documentation and unproductive meetings is so common in today’s business world that it has become something we actually expect. However, despite this acceptance, it does not bring any substantial value to the team nor to the product and often creates demotivation instead of what we all seek – productivity.
No matter how many books and theories about project management are out there, to most of us being a great leader is still a mystery. You need to be tough, yet sensitive, strict, yet forgiving, everything, yet nothing at the same time. Being a great leader is truly an art and requires years to be developed. However if you are just starting out or simply want to refresh your memory, here are a few things you should always remember.
What Not To Do
As with anything in life, it is important to know not only what you should do, but also and often more importantly what not to do. This will help you avoid common mistakes made out of lack of experience or simply no better knowledge.
When reading the expose on Amazon workforce in New York Times, I could not but notice the similarities between the work philosophy that Jeff Bezos has installed upon Amazon and the one of Agile. Both have a set of principles, both strive to accumulate productivity and eliminate waste, yet it was difficult to believe, Agile based companies could turn out the same. Is it possible for an Agile workplace to become a news headliner where the reach for productivity is taken so far?
The answer, like anything in life, is yet to be determined, but the parallels between the two philosophies cannot really be ignored. Just like Agile, the company strives to be more nimble and more productive, at the same time eliminating waste anywhere they can. In fact, this philosophy was the very key to Jeff Bezos’ belief system, driving him in the creation of the most valuable retailer within the US that Amazon is today.
“According to early executives and employees, Mr. Bezos was determined almost from the moment he founded Amazon in 1994 to resist the forces he thought sapped businesses over time — bureaucracy, profligate spending, lack of rigor. “
Project management tools today are plentiful -no matter the specifications and the requirements a team has, there is a lot to choose from. Hence, the problem in getting a perfect tool is not in the supply, but more so in choosing the right one and often not getting overwhelmed by the process itself.
When it comes to defining what project management tool is right for your team, we realize, that each team’s requirements are different – some want it to be blue and some want it green. And even if you know that only blue will do, you will still have a lot of decisions to make before choosing the one. To help you in this process, we decided give you a few simple rules to follow when choosing your next tool.
Adaptability. No matter, how perfect a tool may seem in fitting all of your requirements, one thing is a must – the tool needs to be adaptable to your process. When getting a new tool you will want it to fit your business like a glove. Keep in mind, that sooner or later your process will change (whether by your own will or because of outside influences) and if the tool is not capable of changing as well, you will be stuck.
Project management is a phrase that rarely goes without a reaction. The methodologists are usually happy to bring their theories to light, however, most of us do not feel the same. The reasons why people feel some sort of negativity towards the concept are various and often from their personal experience – bad project manager, seemingly endless process, no defined goals, etc. However, the root cause of any problem seems to always linger around the same pitfalls.
1. Defining the goals
First and foremost when working on a project, we want to know what we are trying to achieve. Clearly knowing our end goal, makes us feel like a part of it and motivates us to do everything in our power to get there. However, what happens with most teams is that the goals are not communicated and instead the day-to-day tasks are focused on. While it is important to know the short term tasks, it is even more important to communicate the end goal to the team. Only that will keep them focused, motivated and steer them into the right direction for the project.