Tag Archives: agility

A birds eye view on the agile frameworks forest

Some years ago, you could say “Scrum is agile” and ask “is agile Scrum?” Now we know there is more flesh on the bones. At this moment there are more than fifty known and less known agile frameworks available. To get a first impression of the different frameworks, I try to bring some structure in the jungle to methods and frameworks. In Figure 1, I position the best-known agile frameworks in a structure. The frameworks are positioned within the ‘One-time programs / projects’ sections or within ‘Business as usual’ / indefinite, or both.

Grasp session (Scaling Agile T-Mobile, 2019 Q1) v0.1Fig. 1 Overview agile framework[1]

On the other side the frameworks are clustered around team, product or programme and portfolio level. In the dark blue boxes in Figure 1 we see agile frameworks that are only applicable in IT-focused organizations. All other frameworks can be used within IT and non-IT-oriented organizations (light blue coloured). I haven’t mapped all the known frameworks in this figure, and to be honest, I think there is a lot of duplication and probably commercial drivers play a role too to ‘develop’ the next kid on the block without added value in comparison with the existing frameworks.

The team level, including Scrum and Kanban, is applicable in both IT-oriented and non-IT-oriented products and services development and operations. The engineering level focuses specifically on IT-oriented product development. The one-time, temporary projects and programme frameworks are suitable for both IT and non-IT. The permanent umbrella frameworks (both product-targeted and team-targeted) focus specifically on IT and product development and the business-targeted frameworks help organisations to increase their agility.


If we start at the team level in Figure 1, then we see of course Scrum as described by Ken Schwaber and Jeff Sutherland in their Scrum Guide. In addition, you will see frameworks such as Kanban (as described in the Kanban Guide for Scrum Teams), Scrumban and DevOps or BusDevOps. The team level can be used both within the IT environment and the non-IT environment. At this team level we can position the following IT frameworks too: Crystal family (developed by Alistair Cockburn with Crystal Clear and Crystal Yellow, Orange, Orange Web, Red, Maroon, Diamond, and Sapphire), Rapid Application Development (RAD developed by James Martin), Adaptive Software Development (ASD by Jim Highsmith, Sam Bayer), Agile Unified Process (AUP) as a simplified version of Rational Unified Process (RUP) which was superseded by Disciplined Agile Development (DAD) which was superseded by Disciplined Agile (DA). If you want to deliver quality as a team within the IT world, only following these frameworks is not enough. To improve quality and minimize technical debt (e.g., inefficient code due to many iterative adjustments), you could make use of eXtreme Programming (XP, developed by Kent Beck, Ward Cunningham, and Rom Jeffries) with Pair Programming, Acceptance Test Driven Development (ATDD), Test Driven Development (TDD), Behaviour Driven Development (BDD), Feature Driven Development (FDD), Example Driven development (EDD), User Experience (UX) Design, Continuous Integration and Continuous Deployment. AgileBA delivers the techniques to perform business analysis.

Agile modeling (AM) is a methodology for modeling and documenting software systems based on best practices. It is a collection of values and principles, that can be applied on an (agile) software development project. There are several core practices: documentation, document continuously, document late, executable specifications, single-source information, active stakeholder participation, architecture envisioning, inclusive tools, iteration modeling, just barely good enough (JBGE), look-ahead modeling, model storming, multiple models, prioritized requirements, requirements envisioning.

 Scrum or Kanban?

When teams start working with Agile, Scrum is often chosen. An obvious choice, but the question is whether this is always the right choice. In a Roman Pichler[2] blog the link was made with the life phase of a product. During the first phase of a commercial product lifecycle, in which the commercial product is finally put on the market for the first time, the uncertainty is high, and the focus is on on-time delivery of the first market-ready product. A deadline has been set and that date must be met. During this phase, the focus of the entire team is on delivering a commercially marketable product. This development is perfect for Scrum with its iterative approach, being able to deal with uncertainty and working together on the result (the commercial product). Optionally, a second launch can take place with a next set of important functionalities, so that eventually a mature product is put on the market. During the further course of the product lifecycle, we see the amount of uncertainty and requested changes decrease. At this moment you can make good use of Kanban. In a continuous flow, User Stories can be picked up, developed and deployed one by one by individual team members.

If one looks at the often difficult transfer to production environments, the time-to-market can be shortened by properly arranging the transfer and reducing the number of transfer errors when development and production teams are merged, and the integration testing and deployment are automated (Continuous Integration and Continuous Deployment CI/CD). In this way a DevOps team is created.

Scrumban is the combination of Scrum and Kanban. In the first instance it was intended as a transitional model to switch from Scrum to Kanban and let the team experience Lean- and Kanban concepts. Nowadays it is an approach in which the team has chosen to work according to Scrum with Sprints, but to use the Kanban system to continually view and improve its working method to optimize the flow of units of work (e.g. User Stories).

Scaling up towards product- or program level

In order to be able to use an agile way of working in an organization of some size, just having individual agile teams is not enough. The agile way of working needs to be scaled up and where possible the overarching alignment needs to be institutionalized.

To institutionalize coordination, management of dependencies and integration between the different permanent agile teams within ‘the run-the-business’ / ‘business-as-usual’ side there are various frameworks available, including:

  • Nexus, as described in The Nexus Guide, is a framework for developing product or software development initiatives with three to nine Scrum Teams, in Sprints of up to thirty days. Nexus is the answer of Ken Schwaber, one of the founding fathers of Scrum, to the scalability of Scrum. It requires more than just the will and the agile behaviour of the different Scrum Teams to work together to deliver an integrated product. Nexus is based and builds on Scrum and the rules and roles formulated in The Scrum Guide. We can position Nexus over the team and program levels of SAFe, but it does not offer provisions on portfolio level.
  • Scrum at Scale (S@S, developed by Jeff Sutherland and Alex Brown) is a modular framework. The starting point at S@S is that an all-encompassing one-size-fits-all framework is not possible, but that every time we have to look at scaling of the underlying Scrum principles. The framework can be tailored for your own organization by adding the needed S@S modules. S@S builds on the well-known Scrum framework. By analogy with Nexus you could therefore say that S@S is the answer from Jeff Sutherland, next to Ken Schwaber, the other founding father of Scrum, on the scalability of Scrum.
  • Large-Scale Scrum (LeSS, developed by Craig Larman and Bas Vodde) is an agile framework with rules, based on principles and doing experiments. The LeSS Company offers a freely accessible knowledge base (less.works) containing the integrated approach, principles, process descriptions, definitions, roles, examples, et cetera, for large-scale, mainly IT-related, product development. Transparency is also a key concept within LeSS. The first version dates from 2005 and since then, work is constantly being done on the use and further development of LeSS.
  • Scaled Agile Framework (SAFe, developed by Dean Leaffingwell) is a framework to enable scaling up of agile teams in order to create better systems, create higher employee engagement and make use of correct cost considerations. This is the mission of the scaled agile organization and of the founder of SAFe, Dean Leffingwell. The scaled agile organization offers a knowledge base that is freely accessible to everyone (www.scaledagileframework.com) with an integrated approach in the form of process descriptions, definitions, roles, examples, etc. for Lean / Agile product development. SAFe is based on five core competences: Lean-Agile Leadership, Team and Technical Agility, DevOps and Release on Demands, Business Solutions and Lean Systems and Lean Portfolio management.

Figure 1 (see the ‘Business as usual’ / indefinite block), makes use of a division between product and team targets, namely on the basis of cooperation, if necessary, of teams or not. Or with other words, can the individual teams work autonomous (team focus) or do they have to work together to deliver a new or modified product (product focus). The fore mentioned frameworks all relate to examples where multiple teams work on a single complex product or value stream (product targeted frameworks). Not visual in the figure several frameworks make a distinction between products where you are working together in with a maximum of nine teams (in total the team of teams must not exceed the Dunbar number of 125-150 people) and a team of teams of teams (e.g. SAFe large solutions, Nexus+, LeSS Huge).

The other group concerns frameworks to support IT departments that have to maintain dozens or hundreds of applications or services, whereby the dependencies between the teams are minimal (multiple team targeted frameworks). Here the Spotify model (developed by Henrik Kniberg, Anders Ivarsson and Joakim Sundén) can be positioned, but also Scaled Agile Lean Development (ScALeD, developed by Peter Beck, Markus Gartner, Christoph Mathis, Stefan Roock and Andreas Schliep). For both groups, there are essential interfaces between the teams in areas such as data integrity, security and architecture that may not or sometimes will ask for coordination when implementing changes.

In addition, there are many, less known, frameworks that can offer support at the product level, including Agile Integration Framework (AIF), Agile Team Portfolio Management (AgileTPM), AgilePath, Continuous Agile, Disciplined Agile (DA), Enterprise Scrum, Enterprise Agility, FAST Agile, RAGE, Surge, XSCALE, Industrial XP, and AgileDS.

On the left side of figure 1 we see the one-time projects and programs as part of ‘change the business’. Here a distinction is made between projects and programs. Within the project block we see three frameworks and/or methods, all three of which are a further development of the more traditional project management frameworks:

  • Agile Project Management (AgilePM, which is derived from DSDM);
  • PRINCE2 Agile (derived from PRINCE2 from AXELOS)
  • PMI-ACP (in addition to the PMBoK Guide of PMI)
  • Project Half Double (Project Half Double is run by a community of dedicated project management practitioners who are passionate about what they do)
  • Agile Project Management (APM), not mentioned in the figure, can be positioned here too.

On the program side we see:

  • Managing Successful Programs (MSP from AXELOS) that is very agile in itself with the step-by-step growth (via tranches) towards the intended goal (and connects to PRINCE2 (Agile)) and
  • AgilePgM (Agile Program Management of Agile Business Consortium) that connects with AgilePM on the one hand and is comparable with MSP on the other hand.

Praxis covered the portfolio, programme and team levels. Praxis is a free framework for the management of projects, programmes and portfolios (based on PRINCE2, MSP, MoP, AgilePM and other frameworks). It includes a body of knowledge, methodology, competency framework and capability maturity model. The framework is supported by a knowledgebase of resources and an encyclopaedia.

Disciplined Agile (DA) covers both one-time projects and programs as well as business as usual product development. The DA toolkit is a process decision toolkit that describes how agile software development, DevOps, IT, and business teams work in enterprise-class settings.

Portfolio management level

Traditional portfolio management focuses on ‘change the business’. In the previous chapters it has become clear that more and more changes are being handled by the line organization, that is to say: by the permanent agile teams. This means that portfolio management must now also provide an overview of what takes place in ‘run the business’ / ‘business as usual’ for to be implemented change initiatives. Existing portfolio frameworks such as Management or Portfolios (MoP from AXELOS) and Standard for Portfolio Management (SfPfM from PMI) only cover the change-the-business part. Agile Portfolio Management (AgilePfM from ABC) covers ‘run the business’ / ‘business as usual’ as well as ‘change the business’.

In addition, there are a number of agile frameworks that also include a portfolio management component:

  • SAFe offers a portfolio management layer to control ‘run the business’ / ‘business as usual’ permanent team(s) of teams.
  • Disciplined Agile (DA) offers a portfolio process in which, in addition to projects, a number of ‘run-the-business’ / ‘business-as-usual’ aspects are taken into account, such as the permanent teams and the operational management of existing IT solutions.
  • Scrum @ Scale contains modules Strategic vision and Organizational development to which portfolio management can be related.
  • Spotify also provides its own portfolio management approach with its strategic planning.
  • AgilePfM use some basic concepts of an innovation hub, an agile portfolio process, maturity of the initiatives within the portfolio as well as horizons for an agile portfolio.

At the moment (Jan’ 2019) there are no mature portfolio management frameworks that include ‘change the business’ as well as ‘run the business’ / ‘business as usual’. AgilePfM was launched by the Agile Business Consortium (previously DSDM Consortium) as part of their Agile Business Change Framework. However, it is becoming increasingly clear that the overarching agile portfolio management principles are based on frameworks like SAFe, Agile PfM and Disciplined Agile.

Business level

The culture targeted block provides frameworks to increase business agility by changing the mindset of all staff in the organisation. What does it mean to work in an agile way? How can we make sure that the Agile Manifesto values and principles are understand and applied, and the Scrum values (courage, focus, commitment, respect and openness) are part of what we are doing? If the right mindset is in place it makes it much easier to implement an agile framework. In figure 1 the following frameworks are mentioned:

  • Open Space Agility (OSA) is a safe, pragmatic and repeatable technique for getting a rapid and lasting Agile adoption. It works with the framework you are currently using, and OSA can be added at any time. OSA is used to actively engage as many employees as possible in your Agile program.
  • AgileSHIFT (developed byAXELOS) is a framework that prepares people for transformational change by creating a culture of enterprise agility. The AgileSHIFT framework helps organizations to undergo a transformational change, to adopt a ‘survive, compete and thrive’ mindset. It will help to bridge the gap between the current and the target state (the Delta in AgileSHIFT) by embracing a range of agile, structured and hybrid approaches across the organization. The existing severe split between ‘run the business’ and ‘change the business’ will vanish.
  • Agility scales (developed by Jurgen Appelo) helps organizations achieve agility at scale from the bottom up – with measurable evidence of organizational transformation.
  • Lean Startup (developed by Eric Ries) is a methodology for developing businesses and products, which aims to shorten product development cycles and rapidly discover if a proposed business model is viable; this is achieved by adopting a combination of business-hypothesis-driven experimentation, by using a minimum viable product (MVP), iterative product releases, and validated learning.
  • Holacracy (developed by Ternary founder Brian Robertson) is a method of decentralized management and organizational governance, in which authority and decision-making are distributed throughout a holarchy of self-organizing teams rather than being vested in a management hierarchy.

Not mentioned in the figure:

  • Goal Driven Agile (GDA) rests on three main pillars: autonomy, alignment and structured improvement. It’s a very simple framework and consists of only one base structure, the diamond, five roles and ten building blocks.

Already more than 50 agile frameworks and it’s still growing. The figure can help you in your agile framework selection process, but it cannot be said often enough, do not act dogmatically, see a framework not as a panacea that can be implemented out of the box. Common sense helps too to achieve more agility and probably the best route to become more agile is dividing your products and services into smaller autonomous parts and have them supported by an individual team.

To download this article: A birds eye view on the agile frameworks forest v1.3

[1] This picture is based on a simpler version in the book Scaling Agile in organizaties (Portman, 2017)
[2] Pichler, Roman, ‘Is Scrum right for your product?’, 19 september 2016, see: www.romanpichler.com

Review: Out of the maze

9780525537298-480x600Spencer Johnson wrote Out of the maze, the sequel to the #1 bestseller and global phenomenon Who moved my cheese?

This stunning little sequel will help you unlock the riddle of whatever mazes you may be facing in your own life. And not only your own life. Think about the VUCA world where business agility is key. Things that may have been true yesterday suddenly are no longer true today.

In this little book we follow Hem (the one in Who moved my cheese? who believed that the old situation would return) and his new friend, Hope, on their journey, by thinking outside the box, to find their way out of the maze. Believes are put central in this fable. It’s not only cheese you can eat; an apple will work too and when they are gone you have to choose new beliefs. During their journey we learn the following particularities about beliefs:

  • Notice your beliefs
  • Don’t believe everything you think
  • Let go of what isn’t working
  • Look outside the maze
  • Choose a new belief
  • There are no limits to what you can believe

the way out of the mazeBeliefs are powerful things. A single stubborn belief can take down an entire company (Kodak?, Nokia?, BlackBerry?). People believe that how things have always been is how they’ll always be. But it never is.

You can read this little book in less than an hour and it gives you a multitude of hours to notice, exam and test your own beliefs and not necessarily discard them to find the way out of your own maze.

To order: Out of the maze

Nederlandse versie: Breek los uit het doolhof

Spenser Johnson passed away in July 2017.

The Agile Culture Map

In one of my previous posts I reviewed The culture map by Erin Meyer. Based on this book I created a questionnaire to ask my readers the come up with their ideas where to position the agile culture on the eight scales of The Culture Map. As we know, and stated by many surveys, the top 1 reason for agile transition failures is that the organizational culture is at odds with agile values. So I was curious to see the agile culture map visualizing the differences. In this map I compare The Netherlands with the Agile culture. For other countries you will have complete different results. At this moment there are culture maps available of 67 countries.

Agile culture map results

As we can see in this comparison there are a lot of differences to take into account. In the book The Culture Map you can find approaches how to bridge those gaps. The figures from The Netherlands are Erin Meyer’s figures. The agile figures are the average figures of 29 respondents of my Agile Culture Map questionnaire. Feel free to submit your input too so we can make it even more accurate. You can find an explanation of each row in the questionnaire. See the Agile Culture Map questionnaire.

I am looking forward to your reactions if you think these differences make sense or how you want to cope with them!



Recensie: Agile

9789462762770-480x600Tijdens de laatste vakdag van KWD Resultaatmanagement sprak ik Rini en hij liet vol trots, en terecht, een geprint exemplaar van zijn nieuwe boek zien. Ook liet hij mij zien dat hij in zijn nieuwe boek drie van mijn boeken aanbeveelt als je meer over agile wilt lezen. Waarvoor uiteraard dank. Tijdens de vakdag gaf Rini een inspirerend betoog over duikboten en dolfijnen als metafoor voor agile werken. En als ik de geëmbosseerde dolfijn op de voorkant van het boek zie staan dan kan het niet anders dat ik het inspirerende betoog terug ga vinden!

In 20 hoofdstukken laat Rini je zien dat agile een mindset is die makkelijk te begrijpen is, maar in het begin erg lastig is om toe te passen.

  • agile dolfijnin het waarom, wat wanneer en hoe van agile komen we al direct de mooie duikboot-dolfijn metafoor tegen. Verder een aantal conceptuele denkfouten die agile oplost. Agile is een mindset uitgewerkt in 4 waarden en gedefinieerd door 12 principes en praktisch gemaakt in tientallen aanpakken (n.b. zie mijn boek Scaling agile in organisaties) en geïmplementeerd via oneindig veel practices. Tenslotte krijgen we aan de hand van de Stacey matrix inzicht wanneer je beter wel of juist niet agile werken moet hanteren (n.b. vergelijk het Cynefin model van Snowden)
  • Gaat het de juiste kant op biedt zeven vragen om te kijken hoe agile men is en daarnaast het nut van metrieken zoals velocity, happiness, waarde, energie, productiviteit en focus
  • In wendbaar door afmaken krijgen we zes praktijkmaatregelen om het werk sneller te maken: stel afmaken centraal, opknippen en losmaken, veel en kleine releases, alles automatiseren, volstrekte onafhankelijkheid en meet impact en opbrengsten.
  • In gevaren van agile krijgen we er acht voorgespiegeld waaronder agile werken is moeilijker dan het lijkt en de eisen aan een product owner zijn onrealistisch. Ook worden zeven misvattingen over agile uitgewerkt zoals bijvoorbeeld documentatie is bij agile niet meer nodig en agile teams hebben geen management nodig
  • In scrum of agile? wordt Scrum beschreven
  • Is agile haastwerk? geeft zeven redenen waarom agile juist kwaliteit afdwingt: ritme en regelmaat, kwaliteit is expliciet en staat vast, continu leerproces, waarde als stuurinstrument, geen grote projecten meer, automatisering van kwaliteit en autonome teams. Verder legt de auteur het belang van de Definition of Done uit
  • Agile transformaties biedt acht in de praktijk ruimschoots bewezen stappen: voer een initieel assessment uit, formuleer het waarom en de urgentie, werk een blueprint uit, bepaal de veranderstrategie, maak een transformatie-roadmap, voer de roadmap iteratief uit in sprints, meet en reviseer de roadmap en als laatste stap integreer via governance en cultuur
  • In valkuilen van agile transformaties worden zeven valkuilen beschreven waaronder het niet onderkennen van het belang van een nieuw ritme, angst om fouten te maken en alleen aandacht geven aan het proces
  • Agile cultuur biedt zeven maatregelen om een agile cultuur te bewerkstelligen: focus op het waarom, verander de context, stel zelfmanagende teams centraal, maak cultuur expliciet, wees zelf de cultuur, werk volgens een vast ritme en stimuleer dienend leiderschap. En maakt het meetbaar aan de hand van een aantal stellingen
  • Agile leiderschap gaat over het eigenaarsmodel met de twee dimensies vrijheid en volwassenheid en zeven stappen om een eigen eigenaarschap-model te maken. Ook vinden we hier een samenvatting van Rini’s businessroman De Bijenherder.
  • In agile besturing en structuur zeven maatregelen of aanbevelingen om te komen tot een agile governance zoals het werken met vast teams en het plannen van werk i.p.v. de mensen. Verder krijgen we hier een aantal voorbeelden van rigoureuze governance-aanpassingen zoals het stoppen met uren schrijven en het opsplitsen in minibedrijven (vgl. de cel-filosofie van Eckart Wintzen)
  • Product owner valkuilen presenteert negen valkuilen zoals het erbij doen, mandaat veronderstellen en op alles ja zeggen. Verder zeven zaken waarmee succesvolle product owners zich onderscheiden van een hun minder succesvolle collega’s zoals het op vele manieren nee kunnen zeggen (in febr. 2019 verschijnt 50 tinten nee – Effectief stakeholdermanagement voor de Product Owner door Robbin Schuurman en Willem Vermaak)
  • Kwaliteit door autonomie licht zeven maatregelen toe om kwaliteit bij agile te verhogen zoals alle kwaliteitschecks automatiseren en afhankelijkheid van externe partijen wegnemen
  • Hyper productieve agile teams beschrijft zowel vier randvoorwaarden voor hyperproductiviteit als zes manieren om agile teams hyper productief te maken
  • In agile op grote schaal komen zeven aandachtspunten voor het schalen van agile naar voren en een toelichting op SAFe. In het aansluitende hoofdstuk wordt de SAFe PI planning en de bijbehorende voorbereiding in zeven stappen beschreven.
  • Agile opdrachtgeverschap biedt acht vragen over agile opdrachtgeverschap en negen kenmerken van de ideale aanbesteding. Aansluitend komt de vraag naar voren of agile ook fixed-price kan zijn en vier bijbehorende maatregelen voor fixed-price agile
  • Automatiseren van herhalend werk beschrijft een aanpak en zes tips voor continuous delivery
  • Het laatste hoofdstuk beschrijft agile schatten en planning poker.

Conclusie: Fraai opgemaakt, rustige zachte kleuren en mooie foto’s. Agile is een mindset en dat spat van de pagina’s af! Het boek is doorspekt met opsommingen van valkuilen, stappenplannen, denkfouten, redenen randvoorwaarden en gevaren die de praktische toepasbaarheid van dit boek enorm verhogen. De beschrijvingen van cases bij bol.com, ANWB en Eneco consumenten helpen hierbij. Sta je aan de vooravond van een agile transitie dan is het een perfect boek om door alle betrokkenen te worden gelezen. Uiteraard ook prima geschikt om kennis te nemen van de agile mindset.

Ook leuk de QR codes aan het begin van ieder hoofdstuk (verder geen toelichting erop, of ik moet die gemist hebben, dus iets voor de nieuwsgierigen onder ons, uitproberen en dan … Hoe agile wil je het hebben. Zie onderaan twee voorbeelden).

Is er dan niets op aan te merken? Wellicht wat kleine puntjes. Het zijn nu 20 hoofdstukken waarbij de volgorde niet altijd logisch is. Wellicht had een clustering in een aantal thema’s de leesbaarheid of toegankelijkheid vergroot. Denk hierbij aan introductie agile, agile in teams en agile in organisaties. Ook vind ik dat de scrum master en agile coach onderbelicht is.

Ik kom in veel boeken over agile en ook in dit boek, in mijn optiek onjuiste, beschrijvingen van een MVP tegen. Wat meestal bedoeld wordt is een MMP. Een minimal marketable product. Een MVP is een minimale inspanning waarmee een hypothese getest kan worden en hoeft dus geen gereed en levensvatbaar product te zijn. De MVP voor de app Dropbox bestond bijvoorbeeld uit een paar powerpoint slides.

Maar los van deze paar kanttekeningen, zeg ik aanschaffen en lezen dit Agile koffietafelboek!

Bestellen: Agile

Het waarom, wat wanneer en hoe van agile(H1):

Agile cultuur (H1): 



Review The change mindset – Survival kit for professionals in change

9789082935004-480x600A bookazine build around seven chapters. About the changing world and a changing mindset and the change mindset Yes … And … Act … we get many short stories, anecdotes, tips, exercises, and references to some awesome, related videos (see some at the bottom of this post) and a lot of references to books. In every chapter the spotlight on a thought leader, entrepreneur or specialist.

  1. A changing world. When the world goes bananas … The world of today (VUCA, 1 in 4 people hate their job, think about the major barrier to success: changing mindset and attitude, change is the only constant, complexity rules, happy is productive), the world of yesterday (from Reactive … to … Relax. Everything is under control), and the world of tomorrow (from Proactive … to … Relax. Nothing is under control). Professions of tomorrow: e.g. digital detox therapist, organ harvester and many more.
  2. Ladders & Bananas. Human beings love to think in patterns. Placing a ladder over a banana peel to avoid people slipping on it is not the most efficient solution. However, if you look at organizations, it is strange that they have built so many ladders in their structures and systems (red tape, bureaucracy). Seven solid reasons to build ladders are explained. Depending on your role you would solve the banana peel problem in your own way. Many different roles and solutions are given e.g. the scrum master or cleaning lady. And be aware of different shapes of fears. Three kinds of fears that often pop up: fear of the unknown, fear of different opinions and fear of failure.
  3. A changing mindset. Do you choose a fixed or growth mindset? You always have a choice. How are you making your (conscious) choices? Life is a matter of choices, and every choice you make makes you!
  4. The change mindset. The growth mindset is a mindset that is open to change. Three crucial ingredients play an important role if you wish to stay agile. ‘Yes’ stands for positive thinking. ‘Act’ is about getting into action and experimenting. ‘And’ means exploring different views and stimulate your imagination.
  5. Yes. Suspend your judgement is the first ingredient to allow change. Watch out for idea killers and use the 3-minute rule to triple your number of ideas. Understand when you can say ‘no’ and when you can say ‘yes, and’. What are you willing to struggle for, or to suffer to realize your dream?
  6. And. Switching perspectives is a great way to broaden your own reality. Flip your perspective from a problem to an opportunity. We get 21 activities to broaden your perspective and 7 creativity methods to generate ideas.
  7. Act. You can have lots of ideas but without action their value diminishes quickly. Human beings operate on the principle (“The banana principle”) of the least effort – given several paths, we choose the easiest. Start with a BaNaNo action, a first small step, to check if the idea or project had potential. To change behavior, pay attention to nudges (small easy and inexpensive changes) and the intrinsic motivation. Use nearlings (something new that was done with the right intentions, which had not (yet) led to the right result) to create learnings.

bananaConclusion: A fun to read and beautifully illustrated bookazine. It’s inspiring, pragmatic, and it opens your mind and gives lots of ideas and some food for thought (and it inspired me to create some ppt slides to be used during talks and training classes) and it offers a great set of video links. Looking at all those videos you can ask yourself if an ‘onlookazine’ (an online bookazine) wouldn’t even be a better format because you have to view them, many are awesome! The banana is key in this bookazine and be aware that 65% of your genes are the same as a banana. I would say a must read and I finish with a quote from Lewis Carroll “In the end, we only regret the chances we didn’t take“.

To order: The change mindset

As said the bookazine contains references to more than 20 interesting videos. I selected a few:

The butterfly circus (awesome movie on unleasing potential)

Panyee FC (believe in your giga dreams)

27 Creativity & innovation techniques explained

Review AGILE NXT – Insights and foresights for your next step in agile

agilenxtA new colorful magazine from Xebia, developed by using their four new agile marketing Ps Purpose, Product, People and Process, to help you with your next step in your agile journey.

Many articles to bring you up to speed in the world of agile development:

  • Doing DevOps the DASA way: the six DASA DevOps principles and DASA qualification information
  • Product Leadership for the third wave (of agile adaption): successful POs build trust and a safe environment, transfer resistance into commitment, and switch between leadership styles according to the stakeholder field, urgency or importance. They learn how to own the product and nurture it to fruition
  • Mixed human-robo agile teams: the future is now: robo-advisors, teams focus on creativity and solving complex problems
  • Kick-start your agile team with design sprint: a five-day process with real customers that includes: define the main problem, forming ideas, designing solutions, prototyping and validating with real customers
  • Leadership’s role in business agility: driven by flexibility, focus, flow and feedback
  • Using brain science to boost your scrum events: applying one or more of the six trumps to enhance learning during your scrum events are movement trumps sitting, talking trump listening, images trump words, writing trump reading, shorter trumps longer and different trumps same
  • Yesterday’s competitive advantage is today’s industry standard: what questions need to be answered to embrace the next phase of your agile maturity
  • Design thinking: get to the heart of what the customer wants: The five stages of a design thinking process are empathize, define, ideate, prototype and test
  • Cultivating a culture for engineers with agile: Four critical ramifications of today’s digital age fueling the war for IT talent and the increasing demand for engineers: product digitalization, mass customization, immediate customer feedback and reduced cost of entry
  • Recommended reading for every agile leader: six knowledge areas that are critical to successful agile leadership are transformational reorganization, system thinking and mental models, ownership and responsibility, scaling through minimalization, group dynamics and a culture for creativity
  • The art of personal mastery: personal mastery shifts the focus to learning and improving ourselves and others
  • What makes a team a winning team: leaders who facilitate alignment and stimulate autonomy and improve team strength with a (management) drives workshop and a feedback workshop
  • Scrum@Scale: a meta-framework for strategic agility: set up a leadership action team to establish the executive metaScrum that prioritizes all agile initiatives and deliver shippable product increments at the end of every sprint, or sooner, by employing the Scrum of Scrums as a network of teams
  • Agile coaches prepare for the new wave: The 6 traits of new wavers are scrum experience, self-oriented, value work-life balance, value purpose and the need for speed, internet savvy and value and master feedback. The 8 do’s & don’ts of coaching, motivating, teaching a new waver are explained
  • The art of leadership agility: How can I be agile myself (flexible, adaptable and responsive) as a leader, in order to support organizational agility
  • Mindshift to purpose: our need to be part of something bigger: a well-defined purpose is inspiring, concise and observable. To make a purpose stick: believe it yourself, reinforce it often, reward the right behavior and share successes and build a movement, on purpose
  • A picture is worth a thousand words: accelerate your transformation with visualization: Five ways to speed up agile transformations: sketching skills: find hidden and essential drawing talent, travel journal based on pictures, talking pictures: shared complexity, style: congruent visualizations, and communication media: initiation of co-creation
  • Unboxing the CoCreate agile scaling model: scale to be small. The triple-A’s of the CoCreate model: Agility, Autonomy and Alignment. The model focusses on developing value and people while performance, growth, products, culture and adaption are its critical core components
  • Agility without agile: agility in practice, without using the traditional (agile) frameworks and using non-traditional cutting-edge technology to manufacture high-quality, custom-made, bespoke mannequins for the show floors and windows
  • 50 shades of “no”: product owners seem to understand the role, but they don’t know how to respond to all the requests and questions that come with it, or how to handle the stakeholders
  • Engineering culture: the unintentional side effect of agile transformation (and how to prevent it): upper layers of culture: artifacts and espoused values and behaviors and the deeper, invisible layer: basic underlying assumptions. 5 seeds for cultivating a sustainable agile culture are described
  • re.vers.ify: the need for agility in the face of perplexity: complexity turns into perplexity, an inability to act, an individual or collective state of being overwhelmed by complexity, permanently
  • Digital transformation gets real: adapt or die, disruption in action, embrace AI, robotics and AR. In the next decade 40% of today’s companies on the S&P 500 will be gone
  • Shared leadership: the product owner as mini-CEO: to get the most (and best) out of the product owner role: communicate top-down distribution of power and mandates explicitly and as the product owner, accept handovers of power and mandates explicitly and ensure product owners are qualified to execute power and mandates and that they receive the appropriate training
  • Evolutionary or revolutionary change: knowing the organizational end-state: fact or illusion? Evolutionary change: move away from where you are now
  • Find and bind talent with a flexible shell: a flexible shell can maintain the stability within the team while at the same time create an opportunity for those who want to grow more than a single team would allow.

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Recensie Design thinking – radicaal veranderen in kleine stappen

9789024421435-480x600Guido Stompff heeft een helder boek – Design thinking – radicaal veranderen in kleine stappen – geschreven over design thinking. Wat is design thinking en wanneer kan/moet ik het toepassen.

Problemen zijn van alledag en er zijn slechts drie stijlen om deze problemen op te lossen. Uiteraard is daar de probleemgerichte, analytische stijl, de tweede is besluitvorming, denk aan politieke vraagstukken en de derde, minst bekende stijl is gericht op het bedenken van nieuwe dingen. Dit is de stijl van ontwerpers, architecten en kunstenaars en gaat niet zozeer uit van problemen, maar van het creëren en testen van oplossingen. Design thinking past in deze laatste stijl.

De auteur begint met het neerzetten van design thinking in de drie stappen framen, experimenteren en reflecteren en verderop in het boek gaat de auteur over in meer gedetailleerdere stappen framing, analyse, ideeontwikkeling, realisatie en reflectie. Hierbij worden de stappen framing, analyse en reflectie in cocreatie uitgevoerd en de stappen ideeontwikkeling en realisatie zijn de creatie stappen.

Design thinking (QRC, 181005) v1.0Downloaden: Design thinking (QRC, 181005) v1.0

Middels voorbeelden en heldere samenvattingen wordt duidelijk dat we design thinking moeten zien als een iteratief proces waarbij we de genoemde stappen framing, analyse, ideeontwikkeling, realisatie en reflectie in eerste instantie heel snel doorlopen. Zo krijgen we circa tien juiste frames die worden vastgelegd in bijvoorbeeld frameboards (naam frame, beschrijving, waardepropositie, probleem, oplossingsrichting, alternatieven). Vervolgens nemen we meer tijd om een drietal frames van het juiste ontwerp te voorzien waarvan we ten slotte van één frame het design in detail uitwerken. De auteur noemt dit de 1-10-100 aanpak, waarbij de eerste iteraties in één dag uitgevoerd kunnen worden, vervolgens kost een iteratie 10 dagen en het uitwerken van het juiste gedetailleerde design wellicht 100 dagen.

In de analyse stap komen we design research tegen. Vanuit de design hypothese in de vorm als … dan … het ontwerp neerzetten.  Startend met research for design (diepte-interviews en vragenlijsten (bewuste kennis), observeren en participeren (tacit knowledge), personas, customer journey mapping, contextual inquiry) en afsluitend met research by design (usability testing en utility testen: alfa- en betatesten).

Ter ondersteuning van de ideeontwikkeling fase neemt de auteur ons mee in de wereld van creativiteitstechnieken. Hij beschrijft de principes (geen kritiek, wilde ideeën zijn welkom, combineren, weglaten of veranderen en divergeren en convergeren) en te hanteren vuistregels (start met ‘Hoe kun je …’, toestemming van de deelnemers, wyberen, duidelijke rollen, sensitizing, convergeer naar enkele goede ideeën en tijd is heilig). Uiteraard kunnen divergentietechnieken (reageren op elkaar, associaties, analyse en systematische aanpak) en convergentietechnieken (clusteren, ordenen, reflecteren, streepjesmethode) niet ontbreken.

In de realisatiefase komt de kracht van beelden nadrukkelijk naar voren. De ideeën zullen voldoende uitgewerkt moeten worden in een taal die anderen begrijpen en met de juiste fidelity (de mate van realisme), zodat reflectie mogelijk is (bijvoorbeeld een tekening, maquette, model of functionerend prototype). Hierbij moet de representatie van zowel de bestaande als de gewenste situaties passen bij het onderwerp.

In de reflectie fase wordt enerzijds gereflecteerd binnen het frame en daarnaast op het frame. Hierbij spelen de volgende vragen een belangrijke rol: Levert het op wat verwacht wordt? Wat zijn de onverwachte effecten? Introduceert het nieuwe problemen?

Conclusie: Een goed leesbaar en fris opgemaakt boek dat je helpt om een beeld te krijgen van Design thinking en je de eerste stappen aanreikt om zelf met design thinking aan de gang te gaan. Er is een website aanwezig maar die bevat nog geen extra materiaal (bit.ly/designthinking_extra).

Bestellen: Design thinking – radicaal veranderen in kleine stappen

Speed up Innovation with Design Thinking | Guido Stompff | TEDxVenlo