On August 11–15, 2016 a small army of remarkable people is returning to Portland, Oregon for a weekend of strategizing and adventure. Join us?
Listen in as Diana talks with Mandy Ross of Sococo about the learning process. Part of the Agile Amped: Inspiring Conversation series.
At the Agile Open Northwest Open Space event, Diana Larsen led some discussions about the utilization and evolution of the Agile Fluency model. Afterwards, Diana spoke to InfoQ about her involvement with and contributions to the Agile community over the last 13 years and the fluency model.
“Agile just isn’t working for my team,” Arno said. “My company decided to go Agile six months ago because we needed faster delivery, and now my team won’t even tell me when they’ll be done with the new application. They say they can’t because now they are ‘Agile’.” We could hear his air-quotes over the speaker phone connection. As we listened to our friend Arno complain about his workplace, we looked at each other. We were mentally tallying all the misunderstandings about Agile that his comments reflected. There were so many, we wondered where to start in helping him get a better handle on his situation.
If your actions inspire others to dream more, learn more, do more, and become more, you are a leader. -John Quincy Adams
Last month we talked about resilience - what it is and where it comes from. Because that newsletter prompted more comments and feedback than we have ever had to any newsletter, we decided to explore the topic a bit more. So now let’s proceed with resilience redux…
We are all familiar with the scenario. One author coins or uses a term, it gets picked up by someone else, both are quoted in a third source and so on. Pretty soon, it is on the pages of Harvard Business Review and now it is the latest bona fide management craze. Lately, there has been quite a crop of articles on resilient individuals, resilient organizations, resilience as the new skill no manager can do without, revenue resilience, etc. So I decided to do some research (OK…more like poking around) and see who is actually talking about what, based on what evidence.
In our local daily newspaper for September 5th (yes, the actual hold-it-in-your-hand variety), a small article caught my eye. The First Lady of Japan says she has such a busy schedule that sometimes it is up to the prime minister to wash the dishes or take out the garbage.
Akie Abe is a big supporter of the “womenomics” policy of promoting women’s advancement. She says Japan needs this policy because women are under-represented in senior-level positions in companies, government, and universities. She contends that Japanese women have long been discriminated against in salary and promotion decisions.
Sound familiar? It should...
Recently, I read an interview between Bernie DeKoven (who has aliases as varied as: Major Fun, The Shaman of Play, and more) and Barry Joseph (Associate Director For Digital Learning, Youth Initiatives, at the American Museum of Natural History). While the whole interview is delightful, and I recommend it, I was particularly struck by the game called "The Out Blessing Game" or "Endless Blessings.
If you’re in a particular Agile crowd, “certification” is a dirty word.
On the other hand, the Human Resources/People department in your organization looks for certifications on your resume, asks about them in job interviews, and you may get promoted or better compensated party through the accumulation of certifications. Getting “certified” as a user of a tool, or as a signal of skill acquisition may give you a personal boost as well.
So, what’s with the dirty word? What’s not to like about certification?
There’s this thing…as Jim (James Shore) and I have mentioned before, in the early days of Agile we would visit teams and hear, “This is the best job I’ve ever had. I love this work.” People who were doing Agile (usually Extreme Programming) were excited about it, they shared it with others, who did it, and got excited. But at some point, someone shared it with someone who got excited about it and shared it but didn’t DO it, so their sharing lost a bit of fidelity, like a copy of a copy.
This an update for the Agile Fluency Project on Kickstarter. I’m very excited about the project and its implications for team learning and the world of Agility. Since it’s the culmination of our thinking about fluent proficiency and has implications for the Agile community, I’m including it on the FutureWorks blog.
How do you set conditions for organizations to become “learning organizations” and how do you support the self-organizing teams that emerge from this transformation?
Are you managing Agile teams? Are you wondering how to offer the best guidance so teams reach their highest possible performance? Is maximum team productivity on your mind? Are your team members telling you they need additional support to deliver the most productivity?
Here at FutureWorks Consulting, Sharon, Diana, and our network of experienced colleagues continually look for ways to help leaders like you. We offer ideas, services and opportunities to strengthen business agility, build resilience for yourself and others, and improve how you work with Agile teams and organizations. We’ve written before about the Agile Fluency™ model developed by Diana and James Shore, and now we bring you the chance to move the model from idea to implementation, through the Agile Fluency Project.