Showing 6 out of 6 results
Behavioral Code Analysis: Why Is It So Hard to Write Good Code?
There’s a link between how organizations write code and how teams work together. Adam Tornhill can make this link visible to help improve your team’s code and your organization's work. This is the first part of a two-part interview.
There’s a link between how organizations write code and how teams work together. Adam Tornhill can make this link visible to help improve your team’s code and your organization's work. This is the second part of a two-part interview.
Mob Programming: A Whole Team Approach
Mob Programming is a development practice where the whole team works on the same thing, at the same time, in the same space, and on the same computer. It is a whole-team approach to doing all the work the team does including designing, coding, testing, and working with the customers, users and other stakeholders. This is an evolutionary step beyond pair programming and accentuates face-to-face communication, team alignment, collaboration, and self-organizing team concepts of the Agile approach to software development. Mob Programming can be a highly effective approach to software development. There are numerous teams doing Mob Programming all over the world, including distributed teams, and there have been a number of positive reports of success. Please join me as I share how the concept got started, the benefits, techniques we use, and some of the problems we've faced. Structure This presentation provides a description of Mob Programming, how is came to be, the benefits we've seen, and some tips on how to do it yourself. It is presented as a talk with slides, with some audience participation. Learning outcome You will learn enough to try this out on your own with your team or with some friends. Along the way we'll answer a lot of the questions you might have including: * How do we set things up? * Who should be part of the team? * What is the right-size for a team? * How can we work together with just one computer? * Why would we want to do this? * Is it productive?
Team Sense-making with Organizational Constellations
When a project, a team or a company are facing a complex issue, a systemic perspective can help you understand the underlying organizational and social dynamics. This, in turn, can be a big leap forward towards solutions that would be otherwise hard to envision. Organizational Constellations are a method that we can use to get insights into some people dynamics, by having participants spatially represent the constituents of the problem under examination and their relationships. In case you are wondering, the term "constellation" here can be seen as a metaphor for a system of elements (stars and their spatial relationships) to which we attribute some significance when we see them all together. Organizational Constellations are useful for creating a shared understanding of what's going on about a problem and/or a group of people, and also for tapping into the tacit knowledge of the group — as well as its explicit knowledge — in a way similar to what Daniel Kahneman describes in his best-selling book "Thinking fast and slow". During this interactive session, you will have a brief explanation of how the method works and why, followed by a simple demonstration with volunteers. Time permitting, we will have a Q&A session at end.
Politics & Hierarchy: How We Create It & How to Stop
Ever had that heavy disappointment when you join an ‘empowered team’ and realise that politics and hierarchy are still driving behaviour.. and it won’t stop? Ever been frustrated that no matter what you do the political games just endlessly confuse and muddy any earnest attempt at doing work? Even in LeanAgile teams? What the hell is going on? Is it hopeless? In this talk, drawing from her deep practical experience as a transformation specialist, Katherine challenges traditional thinking by using Eastern Philosophical models as lenses to explore new ways of thinking of how politics and hierarchy arise even in the most LeanAgile environments – and has a few suggestions on what we might do about it.
Build and Scale Successful Dev-Teams
Software engineers change their jobs on average every 28 months and the first reason is usually a thirst for a new technical challenge. On the other hand, companies need about 80 days to successfully hire a software engineer in Europe according to Balderton Capital, a well known venture captial firm. How does your team and company recruit, hire and develop their teams? How do you do it yourself, having hiring and management responsibility? How would you like it to be done as a member of the team? In todays war on talent it is important to collaborate in an agile and test driven way with your HR & Recruitment departments and to make up your mind on your needs in regards to that next person joining applying scorecards for jobs. How we can evaluate skills and personality in a meaningful and fast way, without applying whiteboard tests or the same five questions over and over again having a great and fast qualification process that’s impressing candidates even if you do not hire them afterall. Last but not least, how do you make sure to keep software teams engaged and focused with enough flexibility to grow or also enable them to leave once their field of interest departs from the technology path of the company.