TL; DR: Age of Product’s Roadmap 2017
Happy New Year! 2016 was a very rewarding year of blogging in general and curating the ‘Food for Agile Thought’ newsletter in particular. Therefore, it is an easy decision to spend more time in 2017 on helping you to excel as an agile practitioner.
Age of Product’s roadmap 2017 is all about creating more ebooks, webinars and an online course to help you identify the right position as a Scrum Master or Product Owner. Additionally, I will also continue the ‘Agile Transition’ series on how to get started with an agile transition.
TL; DR: Agile Workspace Means Choice Among a Diversity of Spaces
If you want your organization to become agile, adding more whiteboards to the workspace will not suffice. You have to abandon the idea that the workspace is an assembly line for white-collar workers. You need to let go Taylorism. We are now in the age of the creative worker.
To become agile – and reap its benefits such as becoming more innovative –, you need a diversity of workspaces to support all forms of creative work: focus, collaborate, learn, and socialize. Also, you have to let your creative workers choose which space is best suited for a task.
TL;DR: Join the ‘Hands-on Agile’ Slack Team
I would like to invite you to join for free Age of Product’s new “Hands-on Agile” Slack team and enjoy the benefits of a fast-growing, 800+ strong community of agile peers from all corners of the world.
TL;DR: The Big Picture of Agile
Let’s face it: While your enthusiasm for the big picture of agile practices is admirable, your stakeholders will most likely be moved by one thought only at the beginning of the transition: “What’s in for me? How will I now have my requirements delivered?”.
Read on and learn about one way how to kick-off the transition to a learning organization by pitching a simplified version the big picture of agile practices to your stakeholders first.
TL; DR: Product Backlog Refinement
Where to start when kicking-off an agile transition?
Usually, tools and processes are smallest the common denominator among all participants, as they are at the core of the grand scheme of agile things.
It is a rare occasion that you start from scratch with a brand-new team without an existing product, probably even in a more or less nascent organization, for example, a startup.
In most cases, an existing product delivery organization with available products, and services will go “agile“. In this case, turning attention to the available product backlog is a pragmatic first step. The following process describes what aspects need to be attended to optimize the outcome.
TL; DR: Peer Recruiting
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.