Major Hurdles to Agile Adoption in Government Organizations

major-hurdles-agile-adoption-government-organizationsDespite what you’ve heard on the news about the federal debt, many federal, state, and local government agency budgets have been flat or declining for several years. Add in inflation and other cost increases, and these agencies are constantly being asked to do more with less. For the IT departments, this surely means they’ve made the transition to lean, mean, Agile teams, right? Well, no. But there are some good reasons for that.

Responsible Spending and Risk-Aversion

Government organizations usually have budgets that are determined by politicians and other actors outside the agency itself. Unlike companies that can expand budgets through increased revenue and profitability, government agencies need to justify budget requests by showing they have a responsible track record deploying their budget to meet their mission.

Tax payers don’t want the government making reckless decisions with their money. As a result, government organizations routinely make decisions that can be justified as responsible, risk-averse, or “safe” – even if those decisions are not the most efficient or cost-effective. I’ve heard it said that nobody has ever fired a government employee for using Microsoft Project on an IT initiative. In an environment like that,  a half-century old methodology like Waterfall – or a century old tool like Gantt charts – would be seen as preferable to newer methodologies that are not well understood to business or political stakeholders.

Delivery Dates vs. Sprint Cycles

Government IT solutions and systems are often the result of new laws or regulations, and have a defined time period in which they must be implemented after the new law is passed. Just like the adage, “requirements may be vague, but the software will be specific,” laws may be vague, but the regulations must be specific, and the software that implements them must be even more specific. Elements like complex business logic and multiple system interfaces cause managers and business stakeholders to ask for lots of documentation to prove that the system was built correctly.

When a new law mandates implementation by a specific date it creates an anchoring effect, that the system needs to be “done” by that date. Briefing senior government officials or even legislators on sprint velocity and burn rates is a much bigger challenge than providing dates and percentages. Even if, in the end, delivering the most valuable 80% of a solution on time should be preferable to delivering 100% of a system after a 1-2 year delay.

Software and Tools

Another reason no one in government ever got in trouble for managing an IT project with Microsoft Project is because it is already on the list of pre-approved software for use that nearly every agency maintains, in one form or another. Hardware and infrastructure requirements are a common consideration, as are licensing costs. But security concerns are an increasingly big reason why software on pre-approved lists keeps getting used instead of newer or better products being adopted.

Getting software tools approved for use at a federal agency means completing a thick stack of paperwork. It also requires a champion to spearhead the process, work with Help Desks on administration and conducting training. This means longer-term commitments to tools than in the private sector, and that larger companies with established products get used more often.

End User vs. Customer

Until recently, most end users of government IT systems were employees of that agency, so there was little conflict in seeing the end-user as an internal customer. As the internet has proliferated, more businesses and individuals are interacting directly with government IT systems: submitting applications and appeals, self-registering or updating information, or just searching for general information on a government website or portal. These external end users, or government customers, present a unique tension when designing systems for them.

While “the customer is always right” is a great motto for many private businesses, government agencies need to walk a fine line with that approach. They run the risk being too accommodating or “too cozy” with the people and businesses they regulate, and can erode trust that the government agency can regulate or monitor effectively.

Tight budgets, pre-defined timelines, and the need for some agencies to keep end users at arm’s length make it easy to de-emphasize agile principles like personas, end user demos, and usability sessions.

Contributing Author

David Pradko is a project manager and certified business analyst, who has worked with over a dozen government agencies to design and implement IT solutions. He as also appeared at the IIBADC’s Business Analysis Development Day and on Federal Tech Talk radio to discuss Agile in the federal government.

You can follow David on Twitter at @DPradko

[Image courtesy of Sira Anamwong at]

7 Reasons Why Some Corporations Hate Agile Methodologies

7-reasons-why-some-corporations-hate-agile-methodologiesConventional business wisdom will tell us that we should tell our shareholders what they want to hear so that the price of company stock will rise. This displaces the value that corporations will aim for toward the shareholder and not necessarily toward the customer. This is where Agile methodologies conflict as the goals of a conventional vs. agile mindset are not the same.

Below we will outline how conventional corporate mindset thinking conflicts with that of an agile mindset:

1- Focus on customers over shareholders

As a company you would likely be trying to appeal to both the shareholders and customers, however it’s usually shareholders that will come first and customers second. Based on agile principles and agile mindsets, the priority undeniably reverts to customers first! Everything in the agile value mindset reflects a goal toward delighting the customer and the accepted agile methodologies and processes show much evidence to conclude this is always the case.

2- Perceived Loss of control

The thought that there could be teams that are self-organized and self-managed leaves a sense of control loss by management at any level. Management may argue that if the teams are self-managing, then what is the use for management in the first place. Unfortunately this is a false perception, since management would likely still be needed for areas of business operations that are not covered by the day-to-day of agile processes. 

3- Perceived loss of authoritative rank and power

Most conventional businesses will follow the militaristic approach as the known command-and-control approach to business structure and organization. Companies with a highly vertical (hierarchical) structure being at one extreme and the more flat (horizontal) type of organization at the other end. Those with a heavy emphasis on a vertical structure tend to harbor many of the anti-patterns of an agile approach. Be it either from lack of trust or lack of willingness to let go of authoritative power, many companies that have a top-heavy structure will not be easily capable of converting or adopting agile.

4- Focus on delivering immediate customer value over immediate revenue

As many have noticed the periodic reporting of large businesses, especially those whose stocks are on the market exchange, the revenues that were forecasted must hold up in the later quarters or else face the consequences of lost share prices and market share overall. This places emphasis on how soon work can be done and made billable rather than concentrating on the actual scope and process of work to be done. The best interest of the customer is left behind as resources are stuffed into the work processes, rather than allowing agile methodologies to take their course.

5- Too much learning and too much change

Most who have reached a respectable level within their company whether it be in management or non-management (technical) levels, may tend to sit on their laurels all too often. Although we seem to hope that society is a meritocracy, let’s face it, some people just get to the higher positions based on years of experience rather than actual willingness to continue learning and changing. To this point, there are some who live up to their titles, but others who don’t and wouldn’t care to collaborate with their fellow colleagues either because they have underdeveloped people skills, lack of extensive knowledge, or because it’s seen as too much work to learn and share.

6- Customer value is cumulative while overall benefits only come if done properly in the long run

If there is anything we can’t promise is what will happen in the future. It is highly unlikely that an executive management team will wait to see if there will be continued commitment and support from their existing customers. Since much of what builds up customer satisfaction retention accumulates over time, most companies do not factor that in and will take the shortest path to generating revenue. Building quick untested solutions for the sake of having something billable does not look after the best interest of the client. This extends further to the disappointment of employees who are being told what to do, without buy-in. Some companies would rather sacrifice growth of their existing team synergies to result in high turnovers from unmotivated employees, rather than keep them on-board. This is why at the first sign of lost profits, most companies will take the immediate route of terminating their employees. The reason? It’s the quickest and easiest way to lower costs. However in the long-term it proves detrimental, and usually leads to further “voluntary” fallout where employees lose sense of purpose from the previous setback of layoffs. This affects customer relationships as the level of expertise and direct customer engagement from employees diminish.

7- Increased level of transparency perceived as very risky

Most companies do not share at many levels for fear that the truth may  reveal too much for many to be comfortable with. High levels of transparency bring about a sense of fear that the information provided can be way too sensitive or used against the company. Although transparency may reveal positive and negative aspects of a company and its operations, most companies tend to err on the side of non-transparency to avoid the risk at all costs. This approach of course lowers the level of trust and therefore the level of engagement from customers as they find out from latent communications throughout the project life-cycle.

[Image courtesy of cooldesign at]


Why Apply Agile Project Management Principles (part 1 of 2)

why-apply-agile-project-management-principles-1-of-2Many new projects seem to fail at the beginning, especially in hindsight, when looking back after months of development and product delivery progress. There have been many cases where agile projects did not even go over the Agile Manifesto which as most would should have been the first step. Beyond the 4 value statements from the manifesto, are the 12 principles that help guide the agile practitioner in keeping up with the 4 value statements. As we will see, all 12 were very cleverly worded and cover all angles that the agile mind would live by.

As part 1 of a 2-part series we will give further insight as to what those 12 principles are and why they are important for up-keeping in the context of agile project management principles:

1. Our highest priority is to satisfy the customer through early and continuous delivery of valuable software (in non-software projects this would refer to product).

When we look at this first principle we see that customer satisfaction is the first thing that comes up, but that is not to say we need to do everything the customer wants outside of reason. This is why the second part of the principle mentions early and continuous delivery of valuable software/product. In all instances the customer relationship starts where ultimately there is a product to be delivered. If you note, the “early” part is also deliberate since it is essential to building the quick ROI for the client. The “continuous” part represents the iterative part about agile methods that allows for features to be built in with the value requested by the customer.

2. Welcome changing requirements, even late in development. Agile processes harness change for the customer’s competitive advantage.

The requirements of an agile project are reflected by the Backlog (Product and Sprint). The backlog is the crux of the agile project methodology and workflow process, and is the basis of the work that needs to be done by the agile team. This principle of welcoming changing requirements in the format of a backlog allows for prioritization and re-prioritization at any moment within the sprint for the Sprint Backlog, and the Product Backlog throughout the agile project. Typically, the high level of transparency through daily scrums, and kanban boards, etc., allows for the agile working team to change requirements to reflect the ROI, resulting “customer’s competitive advantage” as needed and without the resistance that a project would have in a traditional waterfall setting.

3. Deliver working software frequently, from a couple of weeks to a couple of months, with a preference to the shorter timescale.

The only way to gain return on a product is by confirming the results. Therefore the need to deliver “frequently” is tied to getting the most out of continuous delivery. This is part of the reason for preference to the shorter timescale, since that would provide more delivery cycles (iterations or sprints) and all resulting feedback loops from the customer and business. The other reason for preference to the shorter timescale is that it mitigates risks by allowing for developing time-sensitive competitive advantages (quicker time to market) of the software or product. When using lean tools the work-in-progress (WIP) becomes evident and quicker cycles prevent any wastes (so-called “muda”), and locks in the value of the delivered product.

4. Business people and developers must work together daily throughout the project.

When referring to working together daily this primarily refers to all agile team roles in the same room, face-to-face communications, and not so much on texting and emailing. Gaps in the daily interactions leaves room for unconfirmed value, and possible waste once business people and developers fall out-of-the-loop. The other key phrase is “throughout the project.” Some business roles, and developers may tend to fade in and out of the project if they are assigned to more than one project, and are spread thin throughout the course of the project. This leaves gaps in expectations and confirmation of progress when it is needed most.

5. Build projects around motivated individuals. Give them the environment and support they need, and trust them to get the job done.

When a project gets started and is ongoing, we need to make sure we don’t get in the way of agile team members that are experts in their domain. This is where we build in the element of “trust” and leave them to do what they do best. Giving them the environment and support relies on the scrum master role where there is a need to protect the agile team from outside distractions, and help remove blockages when they appear.

6. The most efficient and effective method of conveying information to and within a development team is face-to-face conversation.

The key here is that people are to engage in “people-friendly” situations that promote easy communication with the least amount of “out-of-context” risk as possible. Body language makes up about 55% of communication, and therefore represents the most powerful component when compared to 7% verbal and 38% tone of voice. Since email messages can take on a tone the reader chooses to interpret them by, a message may be interpreted as malicious where in fact it could have been completely benign. The other advantage of the face-to-face communication is that everyone benefits from osmotic communication whereby knowledge and information is gained from background discussions from fellow agile team members. This presents an overall advantage since it effortlessly keeps everyone on the same page.

For the second part of this section  << click here >>

[Source for Agile Manifesto Principles: Manifesto for Agile Software Development]
[Image courtesy of Stuart Miles at]

Agile Coaching and Mentoring – Wisdom Explained

If you’ve heard of situations where the “student becomes the master” and “the student becomes the teacher,” you might be asking yourself exactly what does that mean. Most think there is a distinct difference between the role of a teacher or master to that of a student. If there is one thing to consider is that they certainly cannot exist without each other. The main distinction behind how a student becomes the master is usually by the amount of practice the student had, and how he or she may then stand when compared to their own master when it comes to wisdom. This is also what happens in agile coaching and mentoring toward the agile team relationship.

Coaching and Mentoring – What is the difference?

agile-coaching-and-mentoring-wisdom-explainedMany consider the role of a business coach to be a mentor, and vice versa. A coach’s role is diverse and really depends on the background of the individual. Some might have specialized industry knowledge and experience in which they are taking part, but others might have process and/or procedural experience from a more diverse or general industry background. There’s no better or worse when it comes to those differences, however where there is a more distinct ability in question as to how much that individual analyzes, learns and gives back to those they interact with. That being said, an agile coach can be a mentor, and an agile mentor can be a coach. The difference there is how much time, dedication, and direction that takes place between the mentor and mentee, or coach and coachee. The mentor role might be better suited when the role is specific, i.e. a mentor for a developer is usually best suited when the mentee is also a developer. In agile circles, those lines are somewhat blurred and most of the agile coach role is taken on by the Scrum Master role. The agile business coach however, can be a separate role and is just as important as any other role.

When is the Coach a Student?

Remember when you were a student in class back in school, college or university? You were always thinking about how the teacher, separated by many years of knowledge, would always be the prime source of information, direction, authority, etc., on the class subject. We had the distinct notion that the teacher had taken on the role of the “all-knowing” in the classroom. But what we need to realize is that the teacher was also in an environment where they too were learning, and looking for answers themselves. Certainly many teachers had many styles, some better than others. Do you remember what made the great ones great? and the not-so-great ones not so great? What you may have realized is the level of involvement but also the level of in-depth conversation with the students. You may notice that the teacher although being a source of information and specialization expertise, was immersed in getting to know why their students thought the way they thought. They were learning too! This is very much the same way an agile coach and mentor would be with the agile working team and its members. The coach, just like the teacher, is also being a student to some extent. Why? Because they are in a state of constant learning, despite their high level of knowledge.

How Does Knowledge Transfer into Wisdom?

While in the student vs. teacher scenario, we can see that the student is the one always looking to prove their knowledge to their peers and teacher in a classroom. Many students might be motivated to attain a certain grade and use their knowledge to show everyone just how much they know. Wisdom comes when there’s a higher sense self-motivation, self-control and knowing when to use the knowledge, not just to get the grade, but also when to use the knowledge in and outside of the classroom. This also goes hand-in-hand with knowing that despite having increased levels of knowledge, nobody can ever know enough. This is the true turning point on wisdom. Much like power, it’s not about using power at all times, but when to use it that brings a better sense of refinement to any situation.

Creating Genuine Purpose to an Agile Coaching Philosophy

For those who become ambitious in their line of work, whether in agile team roles or not, there has to be purpose and thought to the “why” in their role. When ambition is driven by getting to the top of the ladder for popularity or for a sense of superiority, there is true lack of wisdom. The difference happens, as an agile mindset will show, when one’s purpose is to share with others. Much like a coach or mentor, they should not aim to become one just for the title, as someone in a highly regarded role that gains a lot of attention from all stakeholders in an agile organization.

[Image courtesy of Stuart Miles at]


5 Signs Your Agile Team Roles Might Be Falling Behind

After a couple of weeks, your team has undergone a couple of sprints. As an agile coach, scrum master, or team member you start to wonder if there are any signs that the agile team roles are performing up to par, or better yet, if there are tell-tale signs that your team is likely to under-perform in the long run.

Below are some distinct signs that you need to look out for:

1 – Velocity is fluctuating and unpredictable

The point behind tracking and managing velocity is to expect that eventually the velocity will stabilize at some point. This will go hand-in-hand with being able to make decisions on how many remaining sprints can be used to eventually complete the prioritized items in the product backlog, or how many points will be used for planning the subsequent sprints. If the team members are being pulled in and out of external assignments or multitasking on multiple projects, it would be expected that velocity is not going to stabilize any time soon. This type of issue can be rectified if the scrum master role or agile business coach point out to team members that they should remain exclusive to the one project being measured.

2 – Scrum and standup durations go off topic and outside timebox period

In many circumstances, we tend to go off topic on meetings where the members involved lose sight of the purpose or agenda of the call. If everyone is stuck on trying to resolve an issue on the scrum or standup, there needs to be a clear signal to all, “make a note of the issue,” and the respective members close to the issue can work together to help resolve it after the meeting. As a self-organizing team, all members should eventually realize that the scrum/standup meeting is not about problem solving, nor is it entirely about status. Some agile practitioners do not realize that the meeting ultimately is about commitment to the team. The update comes when saying what was done yesterday, but what will be done today, given there are no blockers, is the commitment. Beyond that, there should not be any reason why a scrum/standup would take so long.

3 – Overly dependent on fill-in roles

5-signs-agile-team-roles-might-be-falling-behindThis issue comes with improper planning, lack of agile training, or missing skills assessments. It becomes a very awkward situation when large gaps in skill sets occur in the project. This may also be a result of disengaged stakeholders that may have misrepresented their requirements early on. The main idea behind having a self-organizing team is to be sure they can cover each other’s skill gaps in a general sense, but if there are huge gaps, i.e. there’s nobody with agile business analyst capabilities, and project requires one, there certainly needs to be a discussion around why that position isn’t filled right from the start. Other issues start when agile team members are partially assigned to another project at some point mid-flight in the project. As an example, if a Product Owner is not fully engaged, the backlog ordering and prioritization will suffer. This may put a strain on the entire team to fill in for. Since the Product Owner is the one who knows the business values of the features to be ordered in priority, it’s not necessarily an easy gap to fill. Someone needs to step in and take over that role on a full-time basis so that the backlog is groomed effectively and with the expectations of the stakeholders.

4 – Loss of transparency and hidden agendas

There may be instances when some members are no longer motivated, perhaps because of personality incompatibilities, or superiority complexes. Obtaining an agile mindset is not easily achieved by everyone, but there are some that fall back into command-and-control mode, or don’t feel  the need to attend agile courses. In doing so, this may bring about the sense that some team members are trying to “one-up” the other by keeping information hidden from others until the last possible minute, and catching everyone by surprise. Nobody would want to find out toward the end of the sprint that a particular feature can not be implemented, if that information was actually known at the beginning.

5 – Repeated anti-patterns that were identified in Retrospectives

As you come to the end of a sprint, the team’s opportunity to provide continuous improvement feedback is driven in most part by the retrospective session. This allows everyone to identify what they did that went well, and didn’t go so well. Further to this, there are categories of instances that should be identified as what to “continue doing,” “stop doing,” and “start doing.” As you might guess, the hardest part to do out of those three instances is the “stop doing.” We can see even in our present lives, that habits are hard to break, and in most cases we like to keep the good ones, but really try hard to get rid of the bad ones. Over time it may be normal to see that certain bad habits within the agile team continue through multiple sprints, however if you’ve reached past your third or fourth sprint with the same habits continuing forward, there may need to be some further process analysis to zoom into why these ineffective workflow processes or habits have not been extinguished. A simple and fast way to get to the root of most issues, is through activities such as asking the “5 Whys” or drawing (and populating) a Fishbone Diagram.

What to Expect From the Team

The agile working team is one that learns and innovates over time. If everyone is there only to keep up with the status quo, the team will inevitably under-perform, too many negative issues will be left unresolved while leaving no time to address value-added tasks. The team should be engaged right from the start, with ample opportunity for buy-in from each member. If there are doubts being raised early in the game, that might be normal, but keeping those doubts on the radar, and perhaps even asking the product owner to add them to a risk-adjusted backlog (no matter how ridiculous they may seem) can provide some great benefits over time.

[Image courtesy of iosphere at]

7 Virtues of an Agile Mindset

7-virtues-of-an-agile-mindsetThere are certain virtues to getting your lifestyle tuned into an agile mindset. For those who actually practice being agile in and outside of their work environment, there’s a lot more to gain on a day-to-day basis. We’re not necessarily referring to just yourself getting to be a better person with the use of agile tools, we’re also talking about getting others around you mindful and self-conscious as well.

Here is a list of virtues that for all those who live and breathe agile, would come naturally. For those who would like to gain an agile mindset, it is an essential set to practice:

1 – Truth

When we have nothing to hide, it makes it easier to be truthful. When we are providing high levels of transparency through the practices of agile time-boxed sessions (planning, scrums, retrospectives, etc.), we are given the chance to keep everyone up to date on our own progress and that of others. Being able to tell and ask others about our progress, issues, blockages, allows others to provide the input they need to keep an agile practices moving toward expected goals.

2 – Acceptance

Every member of an agile team works together to transcend judgement. The team accepts its differences and looks to build products for their engaged stakeholders. This does not guarantee that the product will always be exactly what the stakeholders are looking for. When the product increments are being reviewed, some features might be rejected despite the best intentions of all parties. This means failure has occurred, but not in the conventional sense. Failure that can not be learned from is true failure. But with an agile mindset, we find out why it failed, accept that it happened, but we do not give up on the sole fact that failure occurred. In that sense, we accept failure as knowledge of what does not work, to then build something that does.

3 – Commitment

To be part of an agile team that consistently never gives up, we need be committed to that team on a regular basis. This means we are engaged to the team, and we are learning on a regular basis. Being committed to finding new ways to implement better product features, better processes, better approaches in general. If we leave a team at the first sign of disagreement or disappointment, we are not truly committed.

4 – Respect

Gaining respect is very hard to come by these days unfortunately. This is mainly because some people think that respect comes with their work titles and experience. When you join an agile team, you all are meant to regard each other at the same level. The level of respect moves up as everyone learns to communicate with humility. This means using regular respectful terms like “please,” “thank you,” and “you’re welcome.” Surprisingly, many have forgotten to use these fundamental words when working as a team, but we can observe that teams who have incorporated them into their regular communications, have the utmost level of respect for each other.

5 – Self-Discipline

To obtain a high level self-discipline, one must be able to act on their own initiative. It is part of self-learning and can be enabled by being surrounded by supportive team members. Having self-discipline can help in determining when is the right time to act. We might be tempted to tell others what their flaws are, even in the attempt to help them improve. We may even be tempted to compulsively straighten out someone who is out of line. Having good self-discipline implies that one can hold back in disputes, we see this especially when we can observe others who don’t get carried away with lesser cases of intimidation.

6 – Patience

We are living in a time when we want to see fast results. With agile practices, principles and processes in place we know that we are adaptively adjusting to attaining our goals, at times with the help of agile coaching and mentoring. However, this learning and adaptation also requires patience along with the other virtue of acceptance. When we are confident in the benefits of agile practices, principles and processes, we can afford to be patient since we know that everyone is heading toward the achievement of a common goal. This also helps while taking the time to ramp up on a sprint by sprint basis, or possibly with learning to put into practice, what is learned from agile training courses.

7 – Humility

Much like respect, humility adds to the ability of not only being conscious and aware of others’ contributions, but also showing that we are all part of the same system. When all members take on their agile team roles, there is no sense of judgement if one makes a mistake. The self-organizing team works together to transcend arrogance and sense of superiority, much like the equal importance of vital organs in a living being. One can not say the brain is more important than the heart and so on. With this analogy, we can say that all roles in an agile working team are vital, and no sub-part should be considered more important than the other, as there is no hierarchy.

Solidifying the Agile Team

As we can see these virtues are all interlinked and compliment each other. When adopted by all team members of an agile team, it solidifies the team and makes it incorruptible, stable, and strong. If we look at it from an individual perspective, this solidification still stands, and as we each are sub-parts of the team, we need to work on these virtues ourselves first. When we strengthen those virtues for ourselves, we are better able to contribute to strengthening the team and developing those agile solutions. This is common-sense is often overlooked, since we tend to expect those virtues more from others, and less from ourselves.

[Image courtesy of Stuart Miles at]

10 Signs of Unsound Agile Individuals

Top 10 Signs of Unsound Agile IndividualsYou may not always notice at first, but you may come across certain individuals within agile product management circles who although they may consider themselves practicing agile principles, may in fact not be.

Here are a couple of tell-tale signs on how to identify unsound agile individuals, or get some indication that someone isn’t grasping agile as it is meant to be:

1 – They use the term agile to refer to a process

You may see this one as the most common. Where the fact that their development cycles involve the use of sprints, they interpret this as being agile. This is one of the most common reasons why misinformed management see agile as ineffective. Most software development managers and their teams will take certain aspects of agile, mainly in the form of an agile tool, and then try to explain to management that they are doing things in an agile project methodology. Due to the lack of overall understanding of what agile is, this inevitably leads to failure, and the creates the misconception.

2 – They say agile for Kanban/Scrum/XP/Lean Interchangeably

Rather than referring to the synthesis of methods, processes, practices, principles and ideologies of agile solutions, some individuals seem to identify with only one agile practice, i.e. being knowledgeable in Scrum, they speak in terms of Scrum in itself as what it means to be agile. Certainly practicing scrum would be a step in the right direction, but it’s not all there is.

3 – They have a command-and-control approach to management

When someone uses their work title as the only form of authorization and direction to make decisions, you will inevitably see lack of innovation and creativity from the teams they were meant to lead. Micromanaging is counter-intuitive to the servant-leadership approach that agile promotes.

4 – They would rather work alone

You may notice those that like to just do things on their own, and see it at the most effective way to get things done. Agile is not accomplished in a bubble and it requires the full spectrum of agile team roles and the synergy that it provides.

5 – They prefer low-effective forms of communication

If the person you are speaking to prefers regular use of emails, texts, and IMs as their principle forms of communication it will short change the entire chain of communication. The reason for this is that most of those messages lose the original intent they are meant to convey. When we consider that 7% of all communication is words, 55% visual, and 38% vocal, we can see that there are some serious limitations to just communicating in a written form.

6 – They think that agile alone guarantees project success

This comes from many misconceptions, but mainly it principally comes from limited depth in understanding how to become agile. Some people like to throw around agile as a plan for success because they read about it in an article, when in fact they do not realize that using it as a “buzzword” for a solution does not mean there would be the proper steps taken to succeed.

7 – They expect others to “do-as-they-say”, not “do-as-they-do”

This is similar to command and control, but goes beyond structure. We are referring principally to when you have someone who likes to do things contrary to what they’ve recommended or said. Also where they tend to see a sense of impunity, bullying and envy among teammates is along the same lines of where someone has lost the grasp of what it means to be a part of an agile working team.

8 – They do a lot of talking and not enough listening

When you see that someone is regularly the only one talking or interrupting in a conversation, this means they are likely unable or unwilling to be active listeners. This likely could be interpreted to mean that they don’t value your opinion and would rather be in a position of influence rather than compromise or collaboration. This is not to be confused with active participation. If someone is asking relevant questions they are likely listening very closely and want to hear more about what others have to offer in the conversation.

9 – They judge unsparingly

We’ve all heard of tough love, but when you have someone who persistently rants and gives negative, unconstructive criticism it puts a halt on all team synergy. Nobody wants to contribute in an environment where they will be judged.

10 – They have low EI (Emotional Intelligence)

Many people are stuck on having the most knowledge, the most expertise, the most qualifications. All of that means nothing if you do not have a personable way to approach those you interact with. For someone having a low EI means that there’s a lack in ability to distinguish between their own emotions and those of others. This makes communication and trust (among other things), very hard to accomplish. In the presence of someone with low EI, most will interpret that person’s actions as being negligent, narcissistic, arrogant, or unsympathetic.

Giving these examples will hopefully shed some light on the types of signs where others who would likely present themselves as agile mindset individuals. This is not to be used as a means to single out those types of individuals to be banned from such teams, however we do encourage regular agile coaching, training, and courses to help educate them about the impact they take on their overall environment. It is difficult to find people knowledgeable in all areas of agile, as most pick their area of comfort and become highly skilled practitioners in their specific area of expertise.

[Image courtesy of iosphere at]

Sharing is Caring – Why Transparency is Necessary in Agile Teams

In agile consulting there is much emphasis on having all parts of the agile team working together in the same direction, that even when there is conflict, it is mainly constructive. With that we tend to give rise to quick failure only to give a quicker solution so that progress continues. When all parts don’t communicate and hold back, the system falls apart. An agile working team is based on the principle of being transparent – no secrets!

The Agile Team Dynamics Working Toward Transparency

When we think of the primary agile team roles (Scrum master, Product Owner, and Team), we might be easily swayed to think that they are a distinct and separate part of the whole. In some ways yes that is true, but in every other way, they are a very synchronous part of the agile system. That is to say, they always communicate much in the same way that the human brain works with the other parts of the 5 human senses. When one part hears a sound, the entire brain works together to analyse the situation so that when there is a sense of danger or harmony, the reaction is acted upon without judgement and without resistance. All parts work together to give a common result.

sharing-is-caring-transparency-in-agile-teamsThe other benefit of all senses working together in one’s brain, is that new and more intuitive senses come into creation. When you see that everyone thinks about something right before someone else is about to say the same thing, you know that there’s much more at work than the regular senses can provide.

What Breaks Transparency

If there is one thing that breaks all forms of constructive progress is fear. Much like Roosevelt’s saying “Only Thing We Have to Fear Is Fear Itself’,” that is a very true statement. Much like every other team, there are causes to what might keep others from sharing and communicating information effectively, and therefore reducing transparency.

Here are a few of such causes of fear:

1 – Failure – Someone can have a great idea, but as a result of fear of failure will hold back from sharing with the rest of the team. Think of all the ideas we had that we thought were ridiculous, but when someone else acted upon it, we found out it was a great and highly popular or profitable invention.

2 – Lack of Trust – When we get over the fear of failure we may traverse another realm of fear, the lack of trust. We might actually get to the point where there is self-confidence in what we might be able to contribute to the team, but only to be taken down by the possibility that someone might steal your idea or even worse, take all credit for it.

3 – Past Experience – This is a big one. Due to societal anxieties and situations that cause many to try to avoid the past, many try to undo or avoid what may have happened in the past. What most might not realize is that every team is different, even more so, is that there are many more situations out there that might seem the same as previous one, but are in fact not the same due to even slightly different variables.

4 – Success – You might ask, how can this be??? Well many people think that success is going to change their life so in many ways this is the fear of the unknown. What this might mean to a further extent is that many are afraid of the attention gained by success because they don’t know how they will react to it.

How do we get past fears?

Agile processes and methodologies strive for bringing out intuition to the team members and groups that adopt them. With that comes about the need for many angles toward increased knowledge and practice. The ways in which to accomplish agile solutions, and perhaps break the habit of fearful thinking is by attending online agile courses, agile training sessions, agile games, agile consulting, or better yet just get an agile coach on your team.

A business coach would be able to analyse and review an agile project methodology, and pick out what areas of fear that could be holding a team down. Getting to the bottom of what is preventing the team to move forward will get team members to gain speed and velocity much more quickly and build on team synergy that is remarkable if set in the right direction with the right ideas.

[Image courtesy of Ambro at]