Author Archives: slim

Understanding ACI’s Agile Coach Competency Framework

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The ACI’s Agile Coach Competency Framework is breaking down agile coaching to 8 different competencies as well as a coaching stance. There are three different domain competencies in this framework. They include transformation mastery, business mastery and technical mastery. Technical mastery focuses on the technical aspects of the software, such as software craftsmanship and architecture. On the other hand, business mastery is referring to product innovation, process innovation and operational innovation. Transformation mastery refers to facilitation, organization change and leadership.

Teaching and mentoring are two prominent competencies that you can find within the ACI’s Agile Coach Competency Framework as well. Teaching is all about the ability to reach people. It can be about teaching a team member about agile values or how sprint planning works. On the other hand, mentoring refers to the sharing of knowledge through experience.

You can also find facilitation and professional coaching as two competencies in ACI’s Agile Coach Competency Framework. Professional coaching has the ability to help the agile team to find solutions to most of the problems that they are facing. This is accompanied with facilitation. Facilitation refers to the process of holding impartial stance. For example, agile coaching will need to facilitate the agile development team via a retro. However, it is important to remain impartial throughout the process. The objective in here is to hold the agile team and keep them sticking to the agreed guidelines.

The last competency associated with ACI’s Agile Coach Competency Framework is Agile and Lean Practitioner. This ensures that any person who wants to become an agile coach should have a deep understanding on agile and lean. Any person who wants to become an effective agile coach will be able to follow ACI’s Agile Coach Competency Framework and get the most out of it.

— Slimane Zouggari

Trim the tail

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One of the key objectives of Agile software development is to reduce the time taken to go to the market while maximizing value. This is where it is important for the development teams to focus on things that can add more value. Trim the tail is an approach that a software development team can follow to get the job done while ensuring the best return.

Trimming the tail is a strategy that is associated with three different parts. The very first step would be to figure out the known social risks and technical skills. This has to be done as early as possible. After understanding the risks, it is possible to address them while running the tested features in smallest way possible. This should be done prior to the developments. In other words, this process has to be completed while the items are still on the backlog.

The second step in trimming the tail is to figure out the backlog items that are in a position to deliver the highest business value. Along with this understanding, it is possible to assign a high priority to the work and get them done in an effective manner. They will be implemented by the development team while running the tested features in the simplest possible way as well.

The final state associated with trimming the tail is to defer feature improvements and quality improvements back into the work queue, so that the development team is working to improve the overall value of the system. In here, the development team would implement a walking skeleton of the system and then proceed with the other developments, which can add more value into it. This will help them to release the basic product to the market that can add value to the business and introduce new features to it along with time.

— Slimane Zouggari

Scrum guide 2020

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Scrum was developed back in the year 1990. As of now, scrum and agile software development methodologies are heavily being used by the software development teams all around the world. The latest update to the scrum guide took place on 18th of November 2020. This update was published by Ken Schwaber and Jeff Sutherland.

One of the biggest changes that you can see in the scrum guide 2020 is the removal of software specific terminology. As a result, it has become possible to use scrum for non-technical environments as well. You can find simple terms and simple language along with less perspective.

There are some changes to the definitions as well. For example, the definitions associated with definition of done, increment, sprint backlog, sprint goal, product backlog, empiricism and scrum definition have changed.

Development team concept that was included in the scrum team is now removed. This is done with the objective of eliminating the dysfunctions that can take place in between the product development team and product owner. Along with that, the entire focus of the scrum team is on the same objectives.

As per the new definition, the scrum team is now made out of a product owner, scrum master and developers. All the people who work to create a usable product are called as developers, regardless of the specific functionalities that they have. On top of that, entire team is now responsible for the development of useful and valuable product and ensuring the delivery of that increment at the end of the sprint. To add more value to this, the terms responsible and accountable are used more consistently.

These are some of the most prominent changes that we can see in the scrum guide 2020. If you are working for an agile development team, it is worthy to get your hands on the scrum guide and be familiar with all the changes.

— Slimane Zouggari

The theory of constraints in Agile

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The Theory of Constraints, which is also known as ToC explains how organizations are kept away from achieving their goals in a timely manner due to the presence of one or more constraints. The constraint that you can find in agile environment will be a production value or a product quality related issue. If you want to break these constraints, you will have to continuously improve the system, so that the existing constraints are improved or protected. Then they will no longer become a constraint in the future.

In order to overcome the negative effects created by Theory of Constraints in an agile team, it is important to follow five different steps. Here’s a quick overview of those five different steps.

The first step would be to identify all the constraints. In here, it is possible to understand all the poor practices and anti-patterns that exist within the agile team. Then it is possible to improve the system. Upon the discovery of constraint, it is important to go ahead and exploit it. This will be the second step. In here, it is possible to get a clear understanding about the product backlog, so that you can make sure that you are not sending out poor inputs that can negatively impact the developments. On the other hand, it is important to identify all dependencies beforehand and resolve them.

The third step will be to subordinate everything related to the constraint. Then everyone is aware about where the bottleneck is and they will be able to overcome the bottleneck effectively. The fourth step will be to elevate the constraint. Some methods that can be followed in here would be to improve the tools used and provide appropriate training. Last but not least, it is important to make sure that inertia is not creating a constraint as well.

— Slimane Zouggari

The change curve

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The Change Curve is one of the most powerful models, which is being used to understand the different stages of organizational change and personal transition. It is important for an agile company to have a solid understanding about change management. Then they will be able to minimize the negative impacts that change can bring in. Along with that, it will be possible for those companies to end up with effective results at the end of the day as well.

The primary objective of implementing The Change Curve is to understand how people will respond to change. For example, when a new person is taken into a new software development team, he will have to work with a new client and a new leader. It is important for the team member to accept this change and move forward. Then it is possible to make sure that the change is not creating a negative impact on project success at the end of the day.

There are multiple stages in The Change Curve. The very first stage is where the change is initially introduced. It is possible to see the reactions of people in this stage, which are associated with denial or shock. The second stage of the curve is how they become critical of themselves. On the third stage, you will be able to see how doubt is creating an impact on the work that is done by the team members. They will ask a series of questions when going through this phase. Then they will move to the next stage, where they will accept rationalisation by forgetting what they have lost. Along with that, they come in to the last stage, where they focus on solving problems and accepting change.

— Slimane Zouggari

The Sahota Culture Model

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The Sahota Culture Model is an important model that all the agile teams will be able to follow. It was developed in order to understand organizational culture in a better way. In fact, the Sahota Culture Model is sharing a clear understanding about the culture via identification of the different elements, which are interconnected with each other and which are responsible for shaping the culture. This will also highlight the need to focus on the structures as well as the consciousness of a system.

People who work for agile teams often tend to focus on the processes or structures, instead of focusing on people and understanding how they work together. This can eventually give life to a variety of negative consequences. The primary objective of The Sahota Culture Model is to make sure that it doesn’t happen. In this model, we are reminded of the fact that the reality is all about consciousness or the mind-set of the people, instead of processes and structures.

As per the current organizational structure, leaders are influencing the followers. They are the ones who create the processes and urge the followers to adhere to the processes and move forward with them. This kind of a culture will not be able to deliver the best possible results to an organization. That’s why it is important to move forward with a different cultural model. The Sahota Culture Model will create an ideal environment for that.

Upon the implementation of Sahota Culture Model, it is possible for the followers to go ahead and influence the leaders. Along with that, they will be able to tell the leaders that they are expecting a change and inquire how they will be able to contribute towards it. That’s where the followers will be able to introduce appropriate changes to their behaviour and get the results they expect.

— Slimane Zouggari

The Laloux Culture Model

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If you are looking forward to evolve the culture of your agile organization, you need to pay more attention towards Laloux Culture Model. That’s because it shows a clear indication on how you will be able to evolve and move forward as an organization.

The primary objective of Laloux Culture Model is to reinvent organizations. In here, the talents of people who work for an organization are unleashed. Along with that, it is possible to end up with excellent results. In order to do that, Laloux Culture Model will explain how you will be able to understand how the organization culture looks like.

The Laloux Culture Model will showcase how the society has evolved throughout the past years and discovered new methods of working together. Every stage is associated with value. Going for an advanced working methodology will not always deliver better results. It is all about ensuring that the requirement matches with the context.

There are multiple elements in Laloux Culture Model. If you want to get a better understanding about this model, you should be aware about those different elements as well.

  • Centralized power and structure

Centralized power and structure will showcase that you are the leader and everyone should agree to what you say. Street gangs is a perfect example for centralized power and structure. This is represented by the hierarchy of the organization. It explains how command and control flows down.

  • Achievement

It is also important to shift focus accordingly, so that better achievements can be obtained at the end of the day. In here, you create plans and make people accountable for achieving those plans in a timely manner.

  • People

It is also important for the organizations to empower people who work. Then it is possible to provide support for the people and allow them to achieve their goals.

  • Shared power

Laloux Culture Model will also focus on self-managing people. They are making their decisions independently.

— Slimane Zouggari

Schneider culture model

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Schneider culture model explains how people are getting things done in order to ensure their success in the future. This culture model was developed by William Schneider, who has been working as a psychologist for more than four decades. According to Schneider culture model, he explains that no culture is better when compared to another. Instead, you will only be able to discover strengths and weaknesses in the different cultures. If you can keep this fact in your mind and move forward, you will be able to understand the perfect culture, which will match with the work that you do in the company or team.

Having different cultures within an agile company can often lead towards conflicting situations. Hence, it is better to implement the best fitting culture and move forward with that.

When you deep dive and take a look at Schneider culture model, you will notice that there are four different types of cultures.

  • Control culture

Control culture is process driven. It is ensuring organization success based on processes and data. In here, the control culture would not require any competition. Leaders will manage the work. You can find control cultures in police and military.

  • Collaboration culture

Collaboration culture is where people work together in order to achieve one common goal. You will be able to find working managers in here. It is important to have excellent relationships in here, so that the goals can be achieved effectively.

  • Cultivation culture

Cultivation culture is often focusing one greater mission. This culture can be found in social impact organizations, non-profit organizations and religious organizations. In here, the leaders will remove obstacles that will keep the organization away from achieving its mission.

  • Competence cultures

Competence culture is using the best possible talents in order to bring out ideas. This culture is all about winning by bringing the best talent. For example, they focus on developing the best product on the market.

— Slimane Zouggari

Nonviolent communication

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Nonviolent communication, which is also known as NVC or compassionate communication is a methodology that is developed by Marshall Rosenberg back in the year 1960. This principle is based upon the assumption, which says that all the human beings have a capacity to empathy and compassionate. People tend to violate only when they notice that there is no other effective method available for them to get their requirements catered. While working in an agile environment, it is important for you to have this understanding about nonviolent communication in mind and move forward accordingly.

According to Nonviolent communication, it is believed that human behaviour is originated from the attempt to meet the basic human requirements. Then it is said that their needs are never in conflict, but they are just strategizing to meet to meet their needs and end up with clashes. In the meantime, Nonviolent communication is proposing that it is important for the people to get to know about shared needs. These shared needs will be revealed through feelings and thoughts. Then they will be able to collaborate and develop better strategies, which will eventually help them to focus on catering the needs of each other in a better way. Along with that, it is possible to ensure interpersonal harmony. Along with that, proper cooperation can be achieved.

Nonviolent communication principles can be applied to an agile software development team as well. For example, when the testers are waiting too long for the developments to be released for testing and when they notice that there is not enough time available for testing, they will end up with getting into conflicts. Instead of going for such conflicts, the testers and developers will be able to work collaboratively and come up with an appropriate methodology to get their requirements catered.

— Slimane Zouggari

Lift off

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When you are launching agile projects and teams, it is important to have a clear understanding about the concept called Lift off. During the Lift off process, all the people who are associated with the agile project will come together and define their initial inventions and the approach. Along with that, it is possible for them to go ahead with the team building process.

When the teams don’t start well, it is quite difficult to recover at a later stage. Hence, it is important to make sure that you go ahead with a proper start and continue with it. That’s where Lift off will be able to help you with. Along with that, it will be uniting the strategy and execution, so that all the project team members will be able to remain focused on what the client expectations are. Development of the team will go ahead and achieve a shared understanding on what is involved as well. On top of everything, people who work within the team will be provided with the opportunity to start developing themselves into a team.

You can often find Lift off taking place at the beginning of the project. Then it is possible for everyone to discuss about the broad outlines. Along with that, the intentions of the project can be discussed effectively as well. Once this is done, you can make sure that all the team members are on the same page and there is no any possibility for ambiguities to take place. The outlines will be created appropriately and the team will be able to focus on what can help them with the successful implementation of the project.

Lift off can be done in the form of a workshop. Then it is possible for everyone to come together and achieve the objectives associated with it.

— Slimane Zouggari