Product Owner role is usually more understandable for companies that the ScrumMaster role. After all, companies have someone responsible for the product or business. So that’s the candidate. The problem starts when we deep dive into the role understanding and find out that Product owner shall not only understand the business but needs an authority to say “NO”. If you don’t, we mostly end up being late, with stress and low product quality.
How the Product Owner shall decide on priorities and how shall they know when to say “NO”? Overall it’s simple. Apply simplicity rule. It’s already in the Agile Manifesto as one of the principles. ‘We maximize the work not done.’ It has its roots in the research saying that 60% of a successfully delivered product is never or rarely used. So why do we keep investing into those features. Isn’t it waste? It is. But it’s hard to say no, so Product Owners keep prioritizing those features. Instead they shall act as investors and evaluate if the expected benefit will be paid off. If yes, do that. If not, let’s start a conversation or a negotiation with the customers about what else can we do to help them with what they need. The functionality they asked for are just one option how to achieve it.
Who is the great Product Owner?
The great Product Owner is an investor – imagine you would invest your own money into functionality you prioritize for the next Sprint.
The great Product Owner must have an authority to say NO.
The great Product Owner must be good at communication, always search for another option how to deliver maximum value to the customers with least possible effort.
The great Product Owner shall understand that your customers (internal stakeholders, users, … ) have wishes. Those wishes often contradict with each other so you can’t make them all even if you have unlimited resources. It’s up to you to decide where the highest value is, and skip the rest.
The great Product Owner must have business knowledge about the product and understand the customers – it’s not a technical role.
The great Product Owner shall have a time to spend with the team to build good relationship with them, and to make sure your team understands the purpose of the product/release/Sprint.
If you don’t have all those, don’t worry. But eventually that’s who you shall become as a Product Owner.
Agile Prague Conference, which I organize in Prague every year, has already been here for 6 years. We are sold-out again (the only way how to get to Agile Prague 2016 is to attend LeSS workshop). This time we were already sold-out one month before the event, which is going to be 12-13 Sep 2016 this year. But don’t worry. We don’t want to make it bigger next year. Our mission is to offer the best of the best speakers with hands on experience on Agile, Scrum, Kanban, XP practices, but also share experiences from leaders of Agile organizations with their transformation, Scaling, etc. We don’t want to grow, as the biggest part of the conference learning is hidden in conversation you can have with other participants and our creative thinkers – the speakers. In order to make it possible, we can’t be too big. I’m attending several huge events every year (Agile 20xx with over 2500 participants and Global Scrum Gatherings with over 1200) and compare the learning and experience I got there with small local events I’ve been speaking at (Big Apple Scrum Day (NYC), Scan-Agile, AgileSlovenia, ACE, … ). I like the smaller events better. It’s compact, easier to approach speakers, easier to reach into people again and build on top of the conversation we started before we all run to another session.
Every year we try to attract the best international speakers and bring their ideas and experiences to the Czech Republic. We are small country so it is very unique opportunity for our local Agile community to look at Agile in wider context. As the program is high quality and our conference is getting great references from past year audience and speakers, we attract more and more participants from Europe and other countries.
So if you’ve never been to Prague you can already mark the next year date into your calendars – it’s going to be Sep 11-12, 2017. We do our best to attract wonderful speakers for you again. If you are a speaker and you or your family never got a time to go for holiday to Prague, submit your talk next year and we give you awesome opportunity to combine conference and sightseeing all together. We offer a private guide to our speakers and their families (so they have a program with us while you are at the conference). You will not only have an opportunity to speak at one of the best Central European events but also can enjoy history, and local atmosphere with us.
In my last post I made a point that Scrum contains Kanban. So let’s look at it from another angle. Let’s see what is the most important aspect Scrum provides and which is missing in Kanban. It’s not about specific roles or meetings. It’s not even about iterations. It’s the purpose driven aspect. In Scrum, we build a Product Backlog, which shall be ordered by business value. It is not meant to be any todo requirement list. It’s a tool which allows us to split the tiny most important vertical slice of functionality, deliver it and get fast feedback from customers.
Product Backlog needs very strong foundation, otherwise the prioritization gets hard or even impossible and you are back at reactive mode we tried to avoid. In Scrum, we want to form a strong clear product vision, and then talk about what we shall deliver next Sprint and form it as a Sprint vision called ‘Sprint Goal’. Only after that we can talk about which items we shall have in our Sprint Backlog.
Kanban, on the other hand, is great for reactive type of work like call center for example. In call center we don’t prioritize up front, we don’t plan big. We only need to visualize our process and improve its overall quality. For such environments Kanban is great match and it is a good idea to use it.
I often get question what is Kanban and if it is better than Scrum. So let us start with explanation of what Kanban is. It’s a very light method coming from ancient Japan and then popularized by Toyota. It has three rules:
Limit work in progress (WIP)
Minimize lead time
That’s all. You can start with any process, visualize it and based on what you see improve the throughput and bottlenecks. It’s simple, it works. But you have to be really improving based on what you see. Companies are often going to Kanban because the change required by real Scrum is too painful. So they do some board (you can’t usually see much from it), and say we are done.
Because Kanban doesn’t really help you with implementation and mindset change, Scrum is so successful comparing to Kanban (I’m not saying that Scrum is simple, but the opposite). So if you truly think about the three above principles, you find out that Scrum actually embraces Kanban at many levels. So let’s go one by one.
Limit work in progress (WIP)
In Scrum we have Sprint backlog to fix number of backlog items / User Stories in Sprint.
It’s a common practice to say that each person can work at one task at a time. Once it’s done they can take another one. Two (and more) people can work on one task to make it done faster.
Successful teams work one UserStory at a time. As a team, they take one Backlog Item and finish it. Once it’s done, they take another one and collaborate on it.
Sprint backlog is visible, defined, well understood.
Common practice is to have Scrum board to visualize sprint progress and help team members collaborate.
We make our backlog and priorities visible to everyone.
Sprint review shows the done functionality every Sprint.
Minimize Lead time
Sprint Backlog and Definition of Done is here to make sure teams finish working software each Sprint.
Scrum says the shorter Sprint, the better. So most of the teams now have two weeks Sprints and there is strong trend to one week Sprint.
Common Kanban/Scrum misunderstanding
One of the most common misunderstandings and reasons why people choose Kanban and leaving Scrum is that we can’t deliver working software any time during the Sprint in Scrum. We have to wait to the end of Sprint they say. But there is nothing in Scrum which would prevent you from continuous delivery. The only changes you need to do regarding team practices (note it has nothing to do with Scrum itself) is to adjust your definition of done (DoD) by adding “running on production server” and let team to work ‘one Story at a time’ so they deliver done functional stories one by one. Any time during the Sprint they are done with that story (done means it’s according to the DoD) the functionality is already at the production. Simple and straightforward 🙂 right?
So all around, there is no reason to leave Scrum. By the way, if it’s not fun to be Scrum, it’s most likely not Scrum, so inspect and adapt the way you work. If you are looking for some useful tools how to make it working and how to make it more fun, you can check my new book The Great ScrumMaster.
Retrospective is the crucial part of your success. Through Retrospective you implement Inspect and Adapt principles. Through Retrospective you learn and become better team, product group, and organization. So let’s have a look at a few tips about how ScrumMasters (but not only ScrumMasters) can make Retrospective great.
Understand the goal
The typical mistake in the beginning is that teams and ScrumMasters use the Retrospective only to discuss issues or complaints. The goal of the Retrospective is not to say what went well and what went wrong, but to improve. And in order to improve, you need to get clear list of action items actionable next Sprint as a result of every Retrospective. The frustration of some teams is coming from the fact that they can’t solve everything right away. ScrumMasters shall help them to find the first step and make sure they are able to make it. Then celebrate the success and find a next improvement. Don’t take too many action items. One, two or three are more than enough. Quantity is not the quality here.
Find root cause, don’t solve symptoms
Another tool which can help you to make your Retrospective great is root cause analysis. Too many times you spent time and energy in solving symptoms. The particular issue would got solved, but soon another two emerged. It’s never ending. Instead, whenever team identifies any problem, ask them to investigate it a little, why is it happening, when, who gets involved, what is the impact of it, what can cause it, etc. Once you understand it, in most of the cases you realize that the root cause is somewhere else then in the identified problematic situation. And more than that, once we address it, it solves many other issues we’ve been facing and didn’t know what to do with them.
Change the format of the Retrospective
Sometimes, even if you facilitate it right, teams are saying that they don’t get enough value from the Retrospective anymore. It used to be great but now we somehow lost the focus and it’s not that useful anymore. People are not coming with new ideas; it’s hard to identify any improvements. It usually happens when ScrumMaster uses the same format of the Retrospective all the time – i.e. “plus/delta”, or star with “Start, More, Less, Stop and Continue”. It became a routine. So here is the hint how to make your Retrospective again engaging. Every time you facilitate Retrospective, make it different. Use a different format, ask different questions. My favorite question is “What made you smile last Sprint? / What do you want to change?” You would be surprised like such a small difference change the energy of the meeting, brings different attitude and helps you make the whole retrospective in more creative environment. Once people get used to it, involve the whole team in designing the retrospective format.
If you find it interesting and want to know more, you can watch my conference talk on Agile Retrospective below or get my new book The Great ScrumMaster.
Organizations are constantly evolving. In the 1970’s the most common organizational structure was the pyramid structure. It was deep, hierarchical, and full of power. Companies got strong bosses who lead such structure. Internally their approach was full of command and control, bureaucracy, and standardization.
Those pyramid hierarchical structures were not wrong in any way. They were the perfect solution to world industrialization and to the dynamics of business at that time. Most of the companies followed the best practices for a simple world, where problems can be classified as obvious, and applied a simple structure to address it. And it worked. Bosses got results. Companies started growing and became more successful.
The most common management tool was a carrot and a stick, because organizations believed that their employees are lazy slackers who can’t work without it. Most of the people were in a mood of tribal leadership 2 where the motto is “my life sucks”. Complaining all the time. Not happy, not motivated. Their only motivation to do something was driven by getting some bonus – a carrot, or because they were forced to – a stick.
Twenty years later, Organization 2.0 was here addressing the difficulty of the business world focusing on specialization, processes, and structure. Companies realized that the world is not simple any more, and the majority of problems can be classified as complicated.
As a result, they adopted complicated processes, focused on deep analysis, and invested in experts.
The belief in Organization 2.0 is that complicated problems need experienced individuals and detailed analysis. As a result, companies invested in learning and specialization. They began to grow. The work which used to be done by one person, now needed specific and dedicated positions. We’ve got a specialized department to deal with java, database, testing, architecture, analysis, documentation, customers, accounts, plans, and chair purchases.
Organizations are trying to create a process to describe everything, to have every possibility thought over. Companies create career paths and talk about motivation. They have spent months describing KPIs, but the more processes and specializations they had, the less responsibility and goal driven individuals they had. They were starving. They tried to cut on expenses, but that did not bring any long term success either.
So they dream about the previous stage, where it was much easier to manage resources. At that time, managers had real power. They could make decisions. They could force people to work. They could use the carrot and the stick. It was so simple – no need for committees, no need to call a meeting for every single detail. At that time, allocation of individual resources did not cost most of their time.
The pressure on individuals to make themselves more successful, better, and smarter than others was huge. “What if my colleague is be better in the performance review?” “What if I am not promoted in two years?” It leads to a culture that emphasizes own goals over the organizational ones. Most of the managers and experts live in the third level of the tribal leadership model, where they believe that “I’m great, but you are not.” So they treat their employees and colleagues with little respect or trust. This leads to the leadership style of “leader-follower”, where the managers decide, and the people below them just do the job. No initiative is expected. People just follow the process and do what is ordered.
Nowadays, when the world is not complicated anymore, neither Organization 1.0 nor Organization 2.0 can address its full complexity. We have realized that such complexity needs a very different approach that can keep up with business dynamics. The Agile environment brings Organization, 3.0 which builds on teams instead of individuals, on different styles of leadership, and on intensive collaboration through the dynamic network structure. We need to completely change the leadership style, create partnerships, enforce self-organization, enforce real responsibility and ownership, enforce trust and transparency, and build the organization as a network structure which is flexible enough so that it can effectively respond to change. Decentralization is taking over, and is bringing a certain level of autonomy to self-organized systems.
Instead of being a huge tanker, you can imagine the Organization 3.0 as a flotilla of smaller boats, going into the same direction, living in the same context, having the same values, but making some decisions differently based on the situation.
The Organization 3.0 is a true Agile organization. In order to build it, you need to apply a different leadership style of “leader-leader”, which supports growth of people, instead of “leader-follower” which is so common in Organization 1.0 and Organization 2.0. Hand in hand with this new leadership style, you need to create a culture of tribal leadership “We are great!” where the focus is not on the individuals but on the systems and teams.
Organizations are complex, as they have to deal with people’s behavior. People are not predictable. Every time we tried to make them behave in a predictable way, we failed. A modern Agile organization is built from people. It is a collaborative, creative, and adaptive network. It’s a sphere built from autonomous systems which are connected to each other, so they influence themselves but still keep consistent. Such a change of mindset is a huge mental challenge for most organizations.
So how to start?
– Help all people to become better leaders by applying the “leader-leader” leadership style, and build a culture of tribal leadership: “We are great!”
– Decentralize, build networks and communities.
– Allow autonomy in a well-defined context.
– Read my book The Great ScrumMaster, which is a guidebook not only for ScrumMasters, but also for leaders of any organization who want to become an Organization 3.0.
You can see my talk Agile Organization – Organization 3.0 at AGILEEE Conference 2016:
During my CSM – Certified ScrumMaster classes and Agile coaching assignments I realized that the most difficult part of a ScrumMaster role is to accept your goal, and to create a self-organized team. Through the application of the ScrumMaster State of Mind model, you can help teams to become awesome. Once we have gone through all of that, there is almost always one question raised up. What shall ScrumMaster do if we achieved it and the team becomes self-organized?
Then it’s good to understand the #ScrumMasterWay concept, which divides work of ScrumMaster into three levels.
#ScrumMasterWay: My team
In this level – My team – it is all about my development team. How to make them understand the Agile mindset and Scrum values? How shall we shall become a good team? How will they embrace Agile practices? How can we collaborate, learn, and change the way we work? In the beginning, this may be a lot of work, but after some time you will have little to do here and you will stay more and more in the observing circle of the ScrumMaster State of Mind model.
The next level is creating a broader context of the ScrumMaster role. At this level, a ScrumMaster is looking at the team from a longer distance, making sure all relationships with other teams, Product Owner, customers, and managers are working fine. Have in mind that the ultimate goal of a ScrumMaster is still the same, to improve self-organization. At this time ScrumMasters often attend CSPO, MNG30, team coaching.
#ScrumMasterWay: Entire System
The last stage focuses on the entire system. ScrumMaster is looking at the overall organization from a distance, searching for culture changes, environment improvements and behavior patterns. This stage is focused on application of Agile and Scrum philosophy. Without this level you will never create modern Agile Organization.
Great ScrumMasters are rare. Not because it is too difficult to become a great ScrumMaster, but because there is not enough advises on how to become one. Here are a few tips on how to become a great ScrumMaster. If you find this interesting, I’ve just finished a book, The Great ScrumMaster on Amazon.
Great ScrumMasters are leaders. They know how to create leaders from others. They believe in others and help them to become successful. They can create active communities and heal relationships. Don’t make them team assistants. They are coaches and facilitators.
The attitude you should bring along is curiosity and respect. Be a cultural anthropologist. Your role has never been to tell others what to do, but to understand them. Be able to see them as people. Don’t be judgmental. Being a ScrumMaster is like playing a strategic game. Be creative in searching different ways to approach teams and organizations.
Being a ScrumMaster, you are never done with learning. Attend Agile conferences, watch videos, read books and blogs. But there is more than that. Most ScrumMasters are missing any experiences in coaching, facilitation and change management. You can start with a book, but you need to experience it and practice it. So find one class per year to attend, and continuously improve your skills in the mentioned areas.
The goal of ScrumMaster is to build self-organized teams around them. Keep it in mind when you are working with a team. ScrumMaster is not any team assistant, nor their mother to do the work instead of them and prevent them from failing. In order to learn, teams must fail sometimes. They must grow up and become self-confident, take over responsibility and ownership.
Work at all three levels of the #ScrumMasterWay concept. Especially the last one – ‘Entire System’ is critical to your successful great ScrumMaster journey. In order to succeed here, you need to understand the system thinking and be able to approach the entire organization as a system. A systems view makes your role more interesting and fun.
The book contains many practical examples, tips, and exercises. It’s a guidebook on how to become a great ScrumMaster. You can get the book at Amazon. I hope you will enjoy it.
The state of Agile and Scrum understanding in organizations is not, in any way, great. Many Scrum implementations are failing not because Scrum doesn’t work for the particular organization, but because companies lack the core understanding of the Agile and Scrum mindset. During the Certified Scrum Classes (CSM) I have taught across the world, I realized that even ScrumMasters who were supposed to be Scrum experts are often struggling with understanding the consequences. That was the key motivation for writing a book dedicated to all ScrumMasters and leaders of Agile transformation in organizations: The Great ScrumMaster – #ScrumMasterWay, which is published on Amazon.
ScrumMaster State of Mind model
One of the concepts described in the book is the ScrumMaster State of Mind. It shows ScrumMasters how their day should look like. What are the approaches, they should use in different situations. The ScrumMaster State of Mind model defines four quadrants, with four different approaches you can decide to apply. They are all equally important and each of them can be used in all team development stages.
Teaching, Mentoring, Sharing Experiences
This approach builds on top of your knowledge and experience. Especially at the beginning of your Scrum adoption journey, you have to be clear on the purpose of the individual practices. Teach individuals, teams, and organization about the mindset. In later stages, you shall share your experiences, teach new practices, and help people to improve.
The second approach you can take is removing impediments. It’s critical to take off the team’s frustration, but this is not the goal of great a ScrumMaster. A great ScrumMaster is not any team assistant, so don’t take this approach too often.
Facilitation is more than just leading Scrum meetings. As a facilitator, a ScrumMaster should know how to make conversations efficient and smooth. A ScrumMaster should know how to help people and team to agree and make a decision. The ability to facilitate is critical for team success.
As the last approach, there is coaching. The fundamental difference between coaching and mentoring is that as a coach, you don’t share your own experiences, but ask questions so the team will realize where they want to go. They are the experts, not a ScrumMaster. This approach is critical to your long-term success, as without good coaching, you can never create great teams.
Even though the mentioned approaches are important, there is one in addition in the middle. This middle circle is about observing and making intentional decision on where to go. It should always be your base position. The place where you start, and return back again when you apply one of the approaches, to see how it landed with a team. It helps you to react on different situations differently. Even when you make a wrong decision, and for example, teach a team who believes they know everything better already, using the State of Mind concept helps you make corrections early enough.
I’ve got a unique opportunity to be co-chair of the global Scrum Gathering Prague. It’s an event for all Agile and Scrum enthusiasts around the globe – the European Gathering usually got around 600 people.
The theme was structured around the five senses to challenge agile mindset and support the Scrum Alliance’s goal of “Transforming the World of Work”. The unofficial theme was how to address complexity and how companies need to change in order to address such change and sustain the market expectations.
I especially enjoyed the opening keynote from Niels Pflaeging (if you are looking for a keynote, he is definitely part of my top#10 suggestions). He’s been talking about change in the management over past few decades. He explained that Taylorism is dead. That traditional management is not applicable for current extremely dynamic and global world. The world, which is not complicated, as it used to be, but it is complex and brings us surprises every day. You can’t respond by new process or standardization. It changes so fast so it’s not possible anymore. To answer complexity you have to use new tools like System Thinking or Organization and Relationship Systems Coaching.
Another surprise was lightning talks. They’ve been selected by audience using dot voting (very agile way, huh?) during the first day and they’ve been all great. Add finally I very much enjoyed Pecha Kucha format. If you never seen it it’s 20 slides auto forwarding after 20 seconds. Very nice format. Enjoyable. It forces speakers to speak to the subject and keep rhythm. And/but you have to be great speaker to make it.
The last day we’ve got an openspace. It’s always full of people, and engaging, but this time I was very much amazed by how many people attended Stuart’s illustration session. He’s been running a workshop on drawing and visual facilitation techniques and he’s got more than 150 people at this openspace session. If you missed it, don’t worry we are going to invite Stuart to Agile Prague Conference 12-13Sep 2016 so you have second chance :).