How do you highlight the reasons to why we work Agile, the problems it can potentially solve, and values and principles? And do it very briefly. At the same time, also cover the difference between waterfall development and Agile in two aspects and the most common Agile practice, basic Scrum? Again very briefly. Good question. Right? And add a few Lean practices to the mix. How about just one poster that shows all of it? Here it is.
Perhaps you have an Agile mind, but you are in an organisation that does not do business in an Agile way. Perhaps the organisation has ingrained methods of traditional project management with command and control attributes, and project over people tendencies. What can you do? How can you tell if you or someone else have an Agile mindset? Read on.
Wouldn’t it be useful to have a powerful technique that can help you understand how your users think, enabling you to deconstruct their mental models? To make your products better. A sketch can transport you inside someone else’s head better than any other product research technique. Here’s a simple but very powerful and practical technique to help you uncover your user’s mental models of your products.
J.K.Rowling yesterday: If we all hit ctrl-alt-del simultaneously and pray, perhaps we can force 2016 to reboot. Brexit, the rise of Trump, the failure to support the peace initiative in Colombia – the list goes on. It’s been called a post-fact society, a world in which reason has little or no place, people vote against their own interests and the establishment is rejected as an act of rejection, not an act of reasoned protest. Is it possible to escape all of this? How? Here’s an interesting take on this.
Developers are puzzle solvers. Dump a box of puzzle pieces in front of a software engineer and their hands start working of their own accord. Leaving the puzzle incomplete causes anxiety and a sense of failure. While this thought process is a benefit when developing software, it can be detrimental when letting go. How do you let go of the things that don’t matter as much, especially when they are in the sprint? Have a look.
The problem in 2016 is that competitors are looking for people as well and recruiters are getting more aggressive by the day. How do you keep a group of people like that together? You need to make people feel valuable and be able to identify with the company’s culture. How do you do that? Here are a few tips and strategies for successfully maintaining team dynamics while scaling.
We all want to be more productive. We all get sucked into doing things which don’t make us productive. How to break free? How to avoid the traps? Here are a few techniques. It’s written for developers, but it applies to most of us.