Peer Recruiting is the new hiring: Shortly, all creative, technology-based organizations will need to abandon the command & control structures that served the industrial world of the 20th century so well. Instead, they will reorganize themselves around autonomous teams to deal with the complexity and pace of innovation of the 21st century.
In such an agile world, recruiting will become a team decision, and the role of the human resources department will change into a supportive one. Recruiters will need to become servant leaders or facilitators, guiding the peer recruiting process.
The following guide to peer recruiting is based on my experience in participating in the recruiting of such team members with Scrum-related roles over the last five years. This first article will cover the Scrum master role.
Age of Product’s Food for Thought of August 28th, 2016—shared with 4,165 peers—checks in on the state of autonomous teams from Dublin to Africa, and how team membership is usually managed in organizations.
Arrrgh! We also learn that pirates were pretty agile, true examples of self-organization, the application of which nowadays needs to be explained by a Harvard Business School professor.
We then try to better understand the cultural habits of highly effective (cross-functional) product teams, that allow, for example, AirBnB to spearhead the assimilation process of Cuba into the international tourism industry. (Product borgs, so to speak.)
Last, but not least, we need to come to terms with the idea, that work can actually fulfilling and fun, and not just pain and misery, at least at Menlo Innovations. Enjoy a great Sunday!
Age of Product’s Food for Thought of August 21st, 2016—shared with 4,036 peers—points to 15 simple phrases from great leaders that boost team engagement. Which might prove to be helpful, when Agile will break your organization.
We also learn why removing “Agile Coach” from your profile might make the resulting 100% Scrum master more authentic, and how to land your next Scrum master position in the first place. Or your dream product manager job.
We then try to weight the benefits and potential risks of Spotify’s product squad concept, and finally have to admit that not every great product automatically creates a great business. Speaking of which: What is also not creating a great business, is a bunch of 50% solution.
Last, but not least, we come back to the question if we will have a job in ten years from now, given the advances of machine learning, and hear from Mr. Facebook himself how to build a better tomorrow. Enjoy a great Sunday!
Age of Product’s Food for Thought of August 14th, 2016—shared with 3,929 peers—finally explains why Scrum sucks, sort of, and whether agile is really about change. We learn to better understand Scrum aficionados, and that we have had so far a completely twisted understanding of technical debt.
We also learn how to build teams that can cope with today’s complexity, and that we should avoid falling for the innovator’s bias. Good news is, though, that poker is a great training for product management. (I knew it…)
We then dive deep into product roadmap strategies, and that the senior leadership needs to embrace Steve Blank, too, and get out of the building to test new ideas.
Last, but not least, we revisit the state of holacracy at Zappos.com, and get a better understanding what companies can learn from the human immune system to last at least a century. Enjoy a great Sunday!
This fourth part of the Lean User Tests series focuses on equipment and location: What hard- and software do you need to run your user tests, and where to run them? (Spoiler alert: It’s preferably not your office.)
How are your preparations progressing? If anything is impeding you from reaching this goal, please do not hesitate to contact me by commenting this post, and I will gladly help you.