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Lean & AgileOrganizational Leadership“Some” Leadership History, Theory,
Models, & Popular IdeasDr. David F. Rico, PMP, CSEP, ACP, CSM, SAFe
Twitter: @dr_david_f_ricoWebsite: http://www.davidfrico.com
LinkedIn: http://www.linkedin.com/in/davidfricoFacebook: http://www.facebook.com/david.f.rico.9
Agile Capabilities: http://davidfrico.com/rico-capability-agile.pdfAgile Resources: http://www.davidfrico.com/daves-agile-resources.htm
Agile Cheat Sheet: http://davidfrico.com/key-agile-theories-ideas-and-principles.pdf
Author BACKGROUND Gov’t contractor with 32+ years of IT experience B.S. Comp. Sci., M.S. Soft. Eng., & D.M. Info. Sys. Large gov’t projects in U.S., Far/Mid-East, & Europe
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Career systems & software engineering methodologist Lean-Agile, Six Sigma, CMMI, ISO 9001, DoD 5000NASA, USAF, Navy, Army, DISA, & DARPA projects Published seven books & numerous journal articles Intn’l keynote speaker, 100+ talks to 11,000 people Adjunct at GWU, UMBC, UMUC, Argosy, & NDMU Specializes in metrics, models, & cost engineeringCloud Computing, SOA, Web Services, FOSS, etc.
Information Age
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U.S. is no longer an industrial age nation U.S. part of a group of post industrial countries U.S. consists of information age knowledge workers
Bell, D. (1999). The coming of post industrial society. New York, NY: Basic Books.
0%
20%
40%
60%
80%
100%
1860 1870 1880 1890 1900 1910 1920 1930 1940 1950 1960 1970 1980 1990
Perc
ent o
f Eco
nom
y
Information
Service
Industry
Agriculture
Today’s Whirlwind Environment
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OverrunsAttritionEscalationRunawaysCancellation
GlobalCompetition
DemandingCustomers
OrganizationDownsizing
SystemComplexity
TechnologyChange
VagueRequirements
Work LifeImbalance
InefficiencyHigh O&MLower DoQVulnerableN-M Breach
ReducedIT Budgets
81 MonthCycle Times
RedundantData Centers
Lack ofInteroperability
PoorIT Security
OverburdeningLegacy Systems
ObsoleteTechnology & Skills
Pine, B. J. (1993). Mass customization: The new frontier in business competition. Boston, MA: Harvard Business School Press.Pontius, R. W. (2012). Acquisition of IT: Improving efficiency and effectiveness in IT acquisition in the DoD. Second Annual AFEI/NDIA Conference on Agile in DoD, Springfield, VA, USA.
Global Project Failures
5Standish Group. (2010). Chaos summary 2010. Boston, MA: Author.Sessions, R. (2009). The IT complexity crisis: Danger and opportunity. Houston, TX: Object Watch.
Challenged and failed projects hover at 67% Big projects fail more often, which is 5% to 10% Of $1.7T spent on IT projects, over $858B were lost
16% 53% 31%
27% 33% 40%
26% 46% 28%
28% 49% 23%
34% 51% 15%
29% 53% 18%
35% 46% 19%
32% 44% 24%
33% 41% 26%
0% 20% 40% 60% 80% 100%
1994
1996
1998
2000
2002
2004
2006
2008
2010
Year
Successful Challenged Failed
$0.0
$0.4
$0.7
$1.1
$1.4
$1.8
2002 2003 2004 2005 2006 2007 2008 2009 2010
Trill
ions
(US
Dolla
rs)
Expenditures Failed Investments
What is Agility? A-gil-i-ty (ә-'ji-lә-tē) Property consisting of quickness,
lightness, and ease of movement; To be very nimble The ability to create and respond to change in order to
profit in a turbulent global business environment The ability to quickly reprioritize use of resources when
requirements, technology, and knowledge shift A very fast response to sudden market changes and
emerging threats by intensive customer interaction Use of evolutionary, incremental, and iterative delivery
to converge on an optimal customer solution Maximizing BUSINESS VALUE with right sized, just-
enough, and just-in-time processes and documentationHighsmith, J. A. (2002). Agile software development ecosystems. Boston, MA: Addison-Wesley.
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What are Agile Methods?
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People-centric way to create innovative solutions Product-centric alternative to documents/process Market-centric model to maximize business value
Agile Manifesto. (2001). Manifesto for agile software development. Retrieved September 3, 2008, from http://www.agilemanifesto.orgRico, D. F., Sayani, H. H., & Sone, S. (2009). The business value of agile software methods. Ft. Lauderdale, FL: J. Ross Publishing.Rico, D. F. (2012). Agile conceptual model. Retrieved February 6, 2012, from http://davidfrico.com/agile-concept-model-1.pdf
Customer Collaboration
Working Systems & Software
Individuals & Interactions
Responding to Change
valuedmore than
valuedmore than
valuedmore than
valuedmore than
Contracts
Documentation
Processes
Project Plans
Frequent comm. Close proximity Regular meetings
Multiple comm. channels Frequent feedback Relationship strength
Leadership Boundaries Empowerment
Competence Structure Manageability/Motivation
Clear objectives Small/feasible scope Acceptance criteria
Timeboxed iterations Valid operational results Regular cadence/intervals
Org. flexibility Mgt. flexibility Process flexibility
System flexibility Technology flexibility Infrastructure flexibility
Contract compliance Contract deliverables Contract change orders
Lifecycle compliance Process Maturity Level Regulatory compliance
Document deliveries Document comments Document compliance
Cost Compliance Scope Compliance Schedule Compliance
Courage
How do Lean & Agile INTERSECT?
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Agile is naturally lean and based on small batches Agile directly supports six principles of lean thinking Agile may be converted to a continuous flow system
Womack, J. P., & Jones, D. T. (1996). Lean thinking: Banish waste and create wealth in your corporation. New York, NY: Free Press.Reinertsen, D. G. (2009). The principles of product development flow: Second generation lean product development. New York, NY: Celeritas.Reagan, R. B., & Rico, D. F. (2010). Lean and agile acquisition and systems engineering: A paradigm whose time has come. DoD AT&L Magazine, 39(6).
Economic View
Decentralization
Fast Feedback
Control Cadence& Small Batches
Manage Queues/Exploit Variability
WIP Constraints& Kanban
Flow PrinciplesAgile Values
CustomerCollaboration
EmpoweredTeams
IterativeDelivery
Respondingto Change
Lean Pillars
Respectfor People
ContinuousImprovement
Customer Value
Relationships
Customer Pull
Continuous Flow
Perfection
Value Stream
Lean Principles Customer relationships, satisfaction, trust, and loyalty Team authority, empowerment, and resources Team identification, cohesion, and communication
Lean & Agile Practices
Product vision, mission, needs, and capabilities Product scope, constraints, and business value Product objectives, specifications, and performance As is policies, processes, procedures, and instructions To be business processes, flowcharts, and swim lanes Initial workflow analysis, metrication, and optimization Batch size, work in process, and artifact size constraints Cadence, queue size, buffers, slack, and bottlenecks Workflow, test, integration, and deployment automation Roadmaps, releases, iterations, and product priorities Epics, themes, feature sets, features, and user stories Product demonstrations, feedback, and new backlogs Refactor, test driven design, and continuous integration Standups, retrospectives, and process improvements Organization, project, and process adaptability/flexibility
Agile World View “Agility” has many dimensions other than IT It ranges from leadership to technological agility The focus of this brief is program management agility
Agile Leaders
Agile Organization Change
Agile Acquisition & Contracting
Agile Strategic Planning
Agile Capability Analysis
Agile Program Management
Agile Tech.
Agile Information Systems
Agile Tools
Agile Processes & Practices
Agile Systems Development
Agile Project Management
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Leadership History
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Van Seters, D. A., & Field, R. H. (1990). The evolution of leadership theory. Journal of Organizational Change Management, 3(3), 29–45.Daft, R. L. (2011). The leadership experience. Mason, OH: Thomson Higher Education.Day, D. V., & Anbtonakis, J. (2012). The nature of leadership. Thousand Oaks, CA: Sage Publications.Northouse, P. G. (2013). Leadership: Theory and practice. Thousand Oaks, CA: Sage Publications.
Many leadership theories emerged in last 100 years Many believe there is no unified theory of leadership Truth is some where in middle of old and new ideas
Trait
Behavior
Contingency
Contextual
Skeptical
Relational
Charismatic
Transforming
Informational
Biological
Evolutionary
Trait
Contingency
Individual
Mind & Heart
Courage
Followership
Motivation
Communication
Team
Diversity
Vision & Culture
Emerging Leading Change
Personality
Influence
Early Behavior
Late Behavior
Operand
Situation
Contingency
Transactional
Anti-Leader
Culture
Transform
Trait
Skills
Contingency
Path-Goal
Exchange
Transforming
Servant
Authentic
Team
Gender
Culture
Integrative Future
Van Seters Northhouse Day Daft
Models of AGILE DEVELOPMENT
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Agile methods spunoff flexible manufacturing 1990s Extreme Programming (XP) swept the globe by 2002 Today, over 90% of IT projects use Scrum/XP hybrid
Use Cases
Domain Model
Object Oriented
Iterative Dev.
Risk Planning
Info. Radiators
Planning Poker
Product Backlog
Sprint Backlog
2-4 Week Spring
Daily Standup
Sprint Demo
Feasibility
Business Study
Func. Iteration
Design Iteration
Implementation
Testing
Domain Model
Feature List
Object Oriented
Iterative Dev.
Code Inspection
Testing
Release Plans
User Stories
Pair Programmer
Iterative Dev.
Test First Dev.
Onsite Customer
Cockburn, A. (2002). Agile software development. Boston, MA: Addison-Wesley.Schwaber, K., & Beedle, M. (2001). Agile software development with scrum. Upper Saddle River, NJ: Prentice-Hall.Stapleton, J. (1997). DSDM: A framework for business centered development. Harlow, England: Addison-Wesley.Palmer, S. R., & Felsing, J. M. (2002). A practical guide to feature driven development. Upper Saddle River, NJ: Prentice-Hall.Beck, K. (2000). Extreme programming explained: Embrace change. Reading, MA: Addison-Wesley.
CRYSTAL METHODS- 1991 -
SCRUM- 1993 -
DSDM- 1993 -
FDD- 1997 -
XP- 1998 -
Reflection W/S Retrospective Quality Control Quality Control Continuous Del.
Models of AGILE PROJECT MGT.
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Dozens of Agile project management models emerged Many stem from principles of Extreme Programming Vision, releases, & iterative development common
Prioritization
Feasibility
Planning
Tracking
Reporting
Review
Visionate
Speculate
Innovate
Re-Evaluate
Disseminate
Terminate
Scoping
Planning
Feasibility
Cyclical Dev.
Checkpoint
Review
Envision
Speculate
Explore
Iterate
Launch
Close
Vision
Roadmap
Release Plan
Sprint Plan
Daily Scrum
Retrospective
Thomsett, R. (2002). Radical project management. Upper Saddle River, NJ: Prentice-Hall.DeCarlo, D. (2004). Extreme project management: Using leadership, principles, and tools to deliver value in the face of volatility. San Francisco, CA: Jossey-Bass.Wysocki, R.F. (2010). Adaptive project framework: Managing complexity in the face of uncertainty. Boston, MA: Pearson Education.Highsmith, J. A. (2010). Agile project management: Creating innovative products. Boston, MA: Pearson Education.Layton, M. C., & Maurer, R. (2011). Agile project management for dummies. Hoboken, NJ: Wiley Publishing.
RADICAL- 2002 -
EXTREME- 2004 -
ADAPTIVE- 2010 -
AGILE- 2010-
SIMPLIFIED AGILE- 2011 -
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Numerous models of agile portfolio mgt. emerging Based on lean-kanban, release planning, and Scrum Include organization, program, & project management
Schwaber, K. (2007). The enterprise and scrum. Redmond, WA: Microsoft Press.Leffingwell, D. (2007). Scaling software agility: Best practices for large enterprises. Boston, MA: Pearson Education.Larman, C., & Vodde, B. (2008). Scaling lean and agile development: Thinking and organizational tools for large-scale scrum. Boston, MA: Addison-Wesley.Ambler, S. W., & Lines, M. (2012). Disciplined agile delivery: A practitioner's guide to agile software delivery in the enterprise. Boston, MA: Pearson Education.Thompson, K. (2013). cPrime’s R.A.G.E. is unleashed: Agile leaders rejoice! Retrieved March 28, 2014, from http://www.cprime.com/tag/agile-governance
ESCRUM- 2007 -
SAFE- 2007 -
LESS- 2007 -
DAD- 2012 -
RAGE- 2013 -
Product Mgt
Program Mgt
Project Mgt
Process Mgt
Business Mgt
Market Mgt
Strategic Mgt
Portfolio Mgt
Program Mgt
Team Mgt
Quality Mgt
Delivery Mgt
Business Mgt
Portfolio Mgt
Product Mgt
Area Mgt
Sprint Mgt
Release Mgt
Business Mgt
Portfolio Mgt
Inception
Construction
Iterations
Transition
Business
Governance
Portfolio
Program
Project
Delivery
Models of AGILE PORTFOLIO MGT.
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Numerous theories of agile leadership have emerged Many have to do with delegation and empowerment Leaders have major roles in visioning and enabling
AGILE- 2005 -
EMPLOYEE- 2009 -
RADICAL- 2010 -
LEAN- 2010 -
LEADERSHIP 3.0- 2011 -
Organic Teams
Guiding Vision
Transparency
Light Touch
Simple Rules
Improvement
Autonomy
Alignment
Transparency
Purpose
Mastery
Improvement
Self Org. Teams
Communication
Transparency
Iterative Value
Delight Clients
Improvement
Talented Teams
Alignment
Systems View
Reliability
Excellence
Improvement
Empowerment
Alignment
Motivation
Scaling
Competency
Improvement
Augustine, S. (2005). Managing agile projects. Upper Saddle River, NJ: Pearson Education.Pink, D. H. (2009). Drive: The surprising truth about what motivates us. New York, NY: Penguin Books.Denning, S. (2010). The leader’s guide to radical management: Reinventing the workplace for the 21st century. San Francisco, CA: John Wiley & Sons.Poppendieck, M, & Poppendieck, T. (2010). Leading lean software development: Results are not the point. Boston, MA: Pearson Education.Appelo, J. (2011). Management 3.0: Leading agile developers and developing agile leaders. Boston, MA: Pearson Education.
Models of AGILE LEADERSHIP
AGILE LEADERSHIP Model
Augustine, S. (2005). Managing agile projects. Upper Saddle River, NJ: Pearson Education.
Guiding Vision Simple Rules Open Information Light Touch
FOSTER ALIGNMENT AND COOPERATION ENCOURAGE EMERGENCE AND SELF ORGANIZATION
Adapt. Leadership
LEARN & ADAPT
Leadership
Team Vision Team Alignment Bold Future Shared Expectations
Management
Business Outcomes Delineate Scope Estimate Effort Design Vision Box Elevator Statement
Leadership
Culture of Change Value Focus
Management
Assess Status Quo Customize Method Release Plan Iteration Plans Facilitate Design Conduct Testing Manage Releases
Leadership
Conduct Standups Promote Feedback Build Trust Facilitate Action
Management
Team Collocation Get Onsite Customer Practice Pairing Information Radiator Map Value Stream
Leadership
Adapt Style Roving Leadership Go With Flow Work Life Quality Build on Strengths Gain Commitments
Management
Decentralize Control Pull vs. Push Manage Flow Use Action Sprints
Leadership
Embodied Presence Embodied Learning
Management
Daily Feedback Monitor/Adapt Rules Monitor Practices Retrospectives Scenario Planning
Organic Teams
Leadership
Craftsmanship Collaboration Guiding Coalition Community
Management
Identify Community Design Structures Get Team Players Adaptive Enterprise
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Created by Sanjiv Augustine at CC Pace in 2005 Builds agile cultures, mind-sets, & environment Leadership model for managing agile projects
EMPLOYEE LEADERSHIP Model Created by bestselling author Dan Pink in 2009 Integrates & reconciles field of motivation theories People more productive when enjoying themselves
16Pink, D. H. (2009). Drive: The surprising truth about what motivates us. New York, NY: Riverhead Books.
Employee Leadership ModelPurpose
Vision Goal Power Policy Culture Rejuvenation
Autonomy Accountable Control Task Time Team Technique
Mastery Inquiring Flow Mindset Learning Challenge Asymptotic
RADICAL LEADERSHIP Model Created by bestselling author Steve Denning in 2010 Integrates leadership, client focus and agile methods Goal is delighting clients by exceeding expectations
17Denning, S. (2010). The leader’s guide to radical management: Reinventing the workplace for the 21st century. San Francisco, CA: John Wiley & Sons.
Radical Leadership ModelDelighting
Clients
Identify clients
Tacit desires
Simplicity
Offer less
Exploration
People focus
Meet clients
Self Org. Teams
Purpose
Communicate
Empowerment
Tailor oversight
Recognition
Remuneration
Consistency
Client Driven Iterations
Client focus
Prioritize
Client value
Involvement
Simplicity
Validate
Improve
Delivering Value
Team focus
Preparation
Estimation
Small batches
Empowerment
Communicate
Sustainability
Radical Transparency
Client interface
Daily contact
Retrospectives
Improvement
Radiators
Impediments
Go-and-see
Continuous Improvement
Line-of-sight
Success
Alignment
Root causes
Make changes
Get feedback
Info. sharing
Interactively Communicate
Storytelling
Capture stories
Focus teams
Stimulation
Succ. Stories
Listen
Recognition
LEAN LEADERSHIP Model Created by Mary & Tom Poppendieck in 2010 Integrates leadership, lean thinking & agile methods Goal is a customer-driven pull-system for leadership
18Poppendieck, M, & Poppendieck, T. (2010). Leading lean software development: Results are not the point. Boston, MA: Pearson Education.
Lean Leadership ModelSYSTEMSTHINKING
CustomerFocus
System Capability
End-to-EndFlow
Policy-Driven Waste
TECHNICALEXCELLENCE
Essential Complexity
Quality by Construction
Evolutionary Development
Deep Expertise
RELIABLEDELIVERY
Proven Experience
Level Workflow
Pull Scheduling
AdaptiveControl
RELENTLESSIMPROVEMENT
Visualize Perfection
Establish a Baseline
Expose Problems
Learn toImprove
GREATPEOPLE
Knowledge Workers
Norm of Reciprocity
MutualRespect
Pride of Workmanship
ALIGNEDLEADERS
Theory to Practice
Governance
Alignment
Sustainability
LEADERSHIP 3.0 Model Created by Jurgen Appelo in 2011 (Netherlands) Integrative model for agile organizational leadership Focus on motivation, teamwork, purpose, & mastery
19Appelo, J. (2011). Management 3.0: Leading agile developers and developing agile leaders. Boston, MA: Pearson Education.
Leadership 3.0 ModelENERGIZEPEOPLE
Manage Creativity
Motivate People
Intrinsic Rewards
Team Diversity
Prof. Personality
Team Values
No Door Policy
EMPOWERTEAMS
Reduce Fear
Maturity Models
Authority Level
Assign to Teams
Practice Patience
Massage Env.
Trust & Respect
ALIGNCONSTRAINTS
Shared Goal
Communication
Goal Autonomy
Leadership Angle
Protect People
Constrain Quality
Social Contract
DEVELOPCOMPETENCE
Optimize Whole
Coach & Mentor
Social Pressure
Adaptable Tools
360 Meetings
Grow Standards
Work the System
GROWSTRUCTURE
Develop Leaders
Select Teams
Org. Style
Value Units
Teams & Layers
Hybrid Org.
Transparency
IMPROVEEVERYTHING
Improvement
Transition Team
Change Env.
Change Desire.
Ext. Feedback
Tailor Changes
Retrospectives
Other LEADERSHIP CONSIDERATIONS
Rico, D. F. (2013). Agile coaching in high-conflict environments. Retrieved April 11, 2013 from http://davidfrico.com/agile-conflict-mgt.pdfRico, D. F. (2013). Agile project management for virtual distributed teams. Retrieved July 29, 2013 from http://www.davidfrico.com/rico13m.pdfRico, D. F. (2013). Agile vs. traditional contract manifesto. Retrieved March 28, 2013 from http://www.davidfrico.com/agile-vs-trad-contract-manifesto.pdf 20
Personal Project Enterprise
• Don't Be a Know-it-All• Be Open & Willing to Learn• Treat People Respectfully• Be Gracious, Humble, & Kind• Listen & Be Slow-to-Speak• Be Patient & Longsuffering• Be Objective & Dispassionate• Don't Micromanage & Direct• Exhibit Maturity & Composure• Don't Escalate or Exacerbate• Don't Gossip or be Negative• Delegate, Empower, & Trust• Gently Coach, Guide, & Lead
• Customer Communication• Product Visioning• Distribution Strategy• Team Development• Standards & Practices• Telecom Infrastructure• Development Tools• High-Context Meetings• Coordination & Governance• F2F Communications• Consensus Based Decisions• Performance Management• Personal Development
• Business Value vs. Scope• Interactions vs. Contracts• Relationship vs. Regulation• Conversation vs. Negotiation• Consensus vs. Dictatorship• Collaboration vs. Control• Openness vs. Adversarialism• Exploration vs. Planning• Incremental vs. All Inclusive• Entrepreneurial vs. Managerial• Creativity vs. Constraints• Satisfaction vs. Compliance• Quality vs. Quantity
Power & authority delegated to the lowest level Tap into the creative nuclear power of team’s talent Coaching, communication, and relationships key skills
TO SELL IS HUMAN
Reduce Your Power Take Their Perspective Use Strategic Mimicry
Use Interrogative Self-Talk Opt. Positivity Ratios Offer Explanatory Style
Find the Right Problem Find Your Frames Find an Easy Path
ATTUNEMENT
BUOYANCY
CLARITY
Org. CHANGE LEADERSHIP MODELS
Heath, C., & Heath, D. (2010). Switch: How to change things when change is hard. New York, NY: Random House.Patterson, K., et al. (2008). Influencer: The power to change anything: New York, NY: McGraw-Hill.Pink, D. H. (2009). Drive: The surprising truth about what motivates us. New York, NY: Riverhead Books.Pink, D. H. (2012). To sell is human: The surprising truth about moving others. New York, NY: Riverhead Books.Heath, C., & Heath, D. (2013). Decisive: How to make better choices in life and work. New York, NY: Random House.
Change, no matter how small or large, is difficult Smaller focused changes help to cross the chasm Simplifying, motivating, and validation key factors
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SWITCH
Follow the bright spots Script the critical moves Point to the destination
Find the feeling Shrink the change Grow your people
Tweak the environment Build habits Rally the herd
DIRECT THE RIDER
MOTIVATE ELEPHANT
SHAPE PATH
INFLUENCER
Create new experiences Create new motives
Perfect complex skills Build emotional skills
Recruit public figures Recruit influential leaders
Utilize teamwork Power of social capital
Use incentives wisely Use punishment sparingly
Make it easy Make it unavoidable
MAKE IT DESIRABLE
SURPASS YOUR LIMITS
USE PEER PRESSURE
STRENGTH IN NUMBERS
DESIGN REWARDS
CHANGE ENVIRONMENT
DRIVE
PURPOSE
AUTONOMY
MASTERY
Purpose-profit equality Business& societal benefit Share control of profits Delegate implementation Culture & goal alignment Remake society-globe
Accountable to someone Self-select work tasks Self-directed work tasks Self-selected timelines Self-selected teams Self-selected implement.
Experiment & innovate Align tasks to abilities Continuously improve Learning over profits Create challenging tasks Set high expectations
DECISIVE
COMMON ERRORS Narrow framing Confirmation bias Short term emotion Over confidence
WIDEN OPTIONS Avoid a narrow frame Multi-track Find out who solved it
TEST ASSUMPTIONS Consider the opposite Zoom out & zoom in Ooch
ATTAIN DISTANCE Overcome emotion Gather & shift perspective Self-directed work tasks
PREPARE TO BE WRONG Bookend the future Set a tripwire Trust the process
21ST CENTURY LEADERSHIP Summary 21st century leadership is about empowerment vs. ctrl Flatter organizations of talented self-organizing teams Lean-agile ideas to constantly adapt to market needs
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FLATTER - Develop flatter enterprises, organizations, agencies, non-profits, firms, etc. BOTTOMS UP - Deploy bottoms up visioning, missioning, strategic/tactical planning, etc. VISIONING - Continuously proliferate jointly developed visions, missions, strategies, etc. DELEGATE - Delegate authority and responsibility to lowest operational level possible. LEAN THINKING - Promote small batch sizes, low work in process (WIP), Kanban, etc. ADAPTABILITY - Continuously sense and respond to ever changing market needs. MICRO THINKING - Use small throwaway micro batches, products, services, timelines, etc. FLEXIBILITY - Use flexible and inexpensive processes, products, suppliers, services, etc. EMERGENCE - Allow business, product, and service offerings to evolve, emerge, grow, etc. SELF ORGANIZATION - Develop loose coalitions of inter-networked teams vs. hierarchies. CONVERSATIONS - Foster open, informal communications, dialogues, conversations, etc. BALANCE - Strike a balance between organizational commitments and creative pursuits. AGILITY - Find balance of flexibility and discipline for creative, high-quality solutions. IMPROVEMENT - Create a culture of continuous improvement, learning, perfection, etc. MASTERY - Foster an environment of learning, education, self-mastery, perfection, etc. COLLABORATION - Integrate market, customer, and voice, feedback, participation, etc.
Dave’s Professional Capabilities
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SoftwareQuality
Mgt.
TechnicalProject
Mgt.
SoftwareDevelopment
Methods
OrganizationChange
SystemsEngineering
CostEstimating
GovernmentContracting
GovernmentAcquisitions
LeanKanban
Big Data,Cloud, NoSQL
WorkflowAutomation
Metrics,Models, & SPC
SixSigma
BPR, IDEF0,& DoDAF
DoD 5000,TRA, & SRA
PSP, TSP, &Code Reviews
CMMI &ISO 9001
InnovationManagement
Statistics, CFA,EFA, & SEM
ResearchMethods
EvolutionaryDesign
Valuation — Cost-Benefit Analysis, B/CR, ROI, NPV, BEP, Real Options, etc.
Lean-Agile — Scrum, SAFe, Continuous Integration & Delivery, DevOps, etc.
STRENGTHS – Data Mining Gathering & Reporting Performance Data Strategic Planning Executive & Manage-ment Briefs Brownbags & Webinars White Papers Tiger-Teams Short-Fuse Tasking Audits & Reviews Etc.
● Action-oriented. Do first (talk about it later).● Data-mining/analysis. Collect facts (then report findings).● Simplification. Communicating complex ideas (in simple terms).● Git-r-done. Prefer short, high-priority tasks (vs. long bureaucratic projects).● Team player. Consensus-oriented collaboration (vs. top-down autocratic control).
PMP, CSEP,ACP, CSM,
& SAFE
32 YEARSIN IT
INDUSTRY
Books on ROI of SW Methods Guides to software methods for business leaders Communicates the business value of IT approaches Rosetta stones to unlocking ROI of software methods
http://davidfrico.com/agile-book.htm (Description) http://davidfrico.com/roi-book.htm (Description)
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