Het boek dat ik op dit moment aan het lezen ben is ‘ De Ladder’ van Ben Tiggelaar. Een boek over verandering en dan met name van gedrag. Wat mij aanspreekt is de randvoorwaarde voor succesvolle gedragsverandering is het inrichten van support. In het geval van organisaties praat ik dan vaak over het veranderen van de context. Dit is iets wat je wel kunt beïnvloeden als je gedrag in jouw organisatie wilt veranderen. Deze korte video gaat over verandering, verhuizen en dus context.
The best way to negotiate is with torsos angled, often at 90 degrees to one another. This avoids the face-to-face confrontational element whilst also allow looking at the other person’s face. This position enables having an open conversation. What we thought, would this approach also work with large group estimations on effort and value? But without the time-consuming conversations, and here is the magic estimation matrix.
There usually is a (un)healthy tension between those who are passionate about the value of features on a product backlog and those who have a slight idea on the effort involved in creating this feature. One of the techniques frequently used to create an initial estimation on the effort for an entire product backlog is Magic Estimation.
Using this technique you get a quick feel on the perceived effort of the items on the product backlog. In a nutshell this works as follows: Get a Scrum team together and have the Product Owner print each product backlog item on a separate sheet. The development Team does the estimation and without talking or non-verbal communication they have 15 minutes to estimate the entire product backlog.
We have often used this technique also for stakeholder to collaboratively create an initial insight in the priority of product backlog items. Since stakeholders tend to like talking even more (most of the time it’s what they are paid for), this has proven to be a great technique for filtering those items they all agree upon, this saves tremendous amounts of time.
Together with Ron Eringa, we thought if it would be possible to do this exercise simultaneously? Why not? This is how you would do this:
Product backlog items, each on a separate post-it or page in hard copy
Plenty of space to move around and place items on the floor
A sheet with the sequence of numbers inspired by the Fibonacci sequence for effort. For value add an extra zero, just to make it look important(see the image below what this could look like)
Briefly explain the rules of the game
Stakeholders and development team plays, PO watches
Spaced out estimation cards one axis for effort other for value
The Development team members each get a set of PBI’s
Rule 1: No talking
Rule 2: No non-verbal communication
Each participant’s estimates by placing item @ points. The Development team starts and as soon as there are about three items estimated the stakeholders will plan on value
Each participant checks estimate and if necessary re-estimates
Product Owner marks fall-outs
Discuss fall-outs until agreement is reached
This way you have a great initial estimation of your product backlog on both value and effort. And as a by-product stakeholders and development team get to know and understand each other a little better.
De stretch tussen structuur en cultuur. Snel groeiende organisaties hebben vaak last van groeipijn. De beweging die veel organisaties maken is door een stevige governance structuur neer te zetten. Deze gaat ten koste van de bedrijfscultuur. De mensen de cultuur bewaken vanuit de organisatie zijn de zogeheten ‘Voice of the System’. Deze editie bespreken wij waarom deze groep mensen zo belangrijk zijn voor snel groeiende organisaties.
Vandaag maakte het CBS bekend dat er meer bedrijven zijn in Nederland maar minder kleine bedrijven (2-9 medewerkers). Dat vinden wij logisch, in deze vlog vertellen wij waarom en wat een nieuw alternatief kan zijn.
The entrepreneurial abilities to optimize the utilization of the production factors is entrepreneurship (or entrepreneurability). This involves four elements:
Taking initiative – Action oriented and driven by forward motion
Strategic business decision making – Based on a clear vision and strategy being able to make decisions
Innovation – Exploring and experimenting
Bearing risk – taking the consequences of the previous three elements regardless the outcome.
Since the industrial revolution we have been trying to optimize our production processes. We have created an impressive number of ways to govern it. In the past couple of decades we introduced Projects and Project management frameworks like Prince2, to optimize our productivity we introduced Lean and to facilitate in creative environments we introduced Agile values and principles along with numerous frameworks and practices. All to optimize our labor resources. Capital resources are nowadays heavily regulated and controlled (for obvious reasons) and we try to be more careful in using our natural resources by focussing on circularity.
Applying and optimizing these three factors alone, won’t make your organization a successful organization in these times. Adding entrepreneurship to your mix might do the trick. Here are the key ingredients.
The Company of Owners. An idea of what the future company will look like. Nobody will be on the payroll, everybody will be an owner of the company exposed to the same risks and benefits of running your own business. People no longer just work for their pay checks, they work because they want to create something, to fulfil a certain purpose or because they like to be in a creative environment. Why not crowdsource your ideas, not by asking for money, but by asking for knowledge and skills? This may seem some distant future scenario, but the idea isn’t that far-fetched and there a plenty of signs that put you in this direction. We have selected three inspiring (and sometimes funny) TED videos tapping into your hidden need to work in a company of owners.
You don’t like your job!
Maybe it is not that bad, but most likely there is a (large for some) part of your job that you do not like? Why do you do it. “It is part of the job”, people often say. However, I come across many people who drag themselves to work. It reminds of the opening scene of the movie ‘Office Space’. Why do you do what you do? What drives you, what motivates you, why are you here? If I ask people this question, most of the time silence is the answer. We have forced ourselves to move away from that question. As long as we get our pay check at the end of the month, it was all worth it. Is it, really?
As Barry Schwartz states in the movie:
How is it that we allow the majority of people on the planet to do work that is monotonous, meaningless and soul-deadening?
I have seen many highly educated people working at a large organisation following a step by step sequence of actions. Day in, day out. A terrible waste but the organisations thrive by it. So what if you are able to do the part of your job you actually like all day long and still make money? Many people have this dream to ‘one day, start their own business’. Here is the good news, the circumstances to do this have never been better. You can start your own company today! It doesn’t cost you any money, all you need is an idea and maybe people with a similar drive who are willing to contribute to your idea.
You are worth it
This next video from Casey Brown start uplifting:
“No one will ever pay you what you’re worth.”
And it is true! That is the entire scheme of organisations. We don’t share equally what we earned. Those who make you do the work that creates the value, earn the most. That is a strange mechanism! We pay people based on their attendance at work, the experience and education they have and the supply and demand of people. There are many other factors but none have a direct link to the actual performance of the company. Yes, we have a bonus system, so if the company makes a lot more money, you get a bit extra. And we have performance reviews, annually. We look back and based on the compensation model the company has you make a small step, big step or no step. Recently, I heard someone describe their performance review at a bank.
This person had a great year, contributed tremendously, gained more knowledge and experience like no one had ever seen before within that organisation. What happened? Worker gets a grade on a 1-5 scale where 1 is very bad (if you have three strikes you’re out), and 5 meaning you were amazing! So you’d expect this person to get a 5, but what did the manager say: We don’t give 5’s in this company otherwise your salary will no longer reflects the work you are doing and you no longer fit in the model.
This blew my mind, so we stick to a system of compensation based on everything except the company performance. Does this scenario sound familiar? Do you think it is only fair to be compensated just a good as anyone else in the company who contributed to it’s results? Then consider contributing to a company of owners.
You are wasting your time at work
It can be that you like you job a lot, however, most likely you are often disturbed or unable to do it since your time is wasted on company stuff, like filling in timesheet in three different systems, responding to mass CC emails and meetings! Meetings, meetings and more meetings.
No more meetings, ever? No of course not, but you can control it! There are many ways to facilitate collaboration like simple practices as described in this video or adopting frameworks like sociocracy 3.0 or…well you figure it out. Let’s focus on the work and organize us around it to maximize your contribution.
So if you don’t like how you talent is used, feel under valued or are unable to do the thing you like doing. Please look into the concept of the company of owners and let us know you thoughts below.
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