A common misconception about agile is that managers are unnecessary. After all, agile is based on self-organizing teams. If the teams organize themselves, what do managers do?
Unfortunately, most scrum training plays into that. Think about it: how many trainers or coaches have you seen sketch the structure of a scrum team with a drawing that includes a manager? While there's always a scrum master and a product owner, the core team and maybe some stakeholders, have you ever seen a manager in that drawing?
This misconception can be a problem all around: A frequently cited barrier to agile adoption is managers who don't know what to do when their teams become self-managing. When they're not included in training, how would they (or anyone else, for that matter) know how to characterize their role. At the same time, organizations often lay down expectations of managers, some compatible with agile, some not.
Agile has clearly shifted the old roles and responsibilities. Managers bent on command-and-control are clearly a barrier to agile adoption. But managers who take a hands-off approach or are treading water in a sea of ambiguity will almost certainly stymie adoption, as well.
Ron Lichty believes (and so do a lot of leading agile thought leaders) that managers have critical roles to play in enabling success, both of transitions to agile and of agile itself. This session is about those roles.
9. Managers and Agile
• A common misconception is that because
of this reliance on self-organizing teams,
there is little or no role for leaders of agile
teams. Nothing could be further from the
truth.
--Mike Cohn, Succeeding with Agile
10. Managers and Agile
• Roles your team still needs you to play
• Roles (and styles) that are inappropriate
• Roles that are deprecated
• Roles that change, sometimes dramatically
• Roles that are new
11. Managing the Unmanageable:
Rules, Tools, and Insights for Managing Software
People and Teams
• Why We Programmers Are Hard to Manage
• Understanding Programmers
• Finding and Hiring Great Programmers
• Getting New Programmers Started Off Right
• Managing Down
• Managing Up, Out, and Yourself
• Motivating Programmers
• Establishing a Successful Programming Culture
• Managing Successful Software Delivery
12. Managers and Agile
• Creating an Agile Culture
• Supporting Agile Values
• Empowering Self-Organization Excellence
• Removing Impediments
• Counseling, Coaching and Mentoring
• Resource Management
14. Managers and Agile
• Creating an Agile Culture
McGregor's X-Y Theory
From: Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams
15. Managers and Agile
• Creating an Agile Culture
Lean-Agile management is the art of leading people, not
managing them... Leading people involves creating the
correct environment, focusing them on the right things,
and trusting them to do their work...
In Lean-Agile, the manager has two primary
responsibilities:
• setting the outcomes or goals expected of the team;
• assisting the doers in creating a better process and
workspace to get their jobs done...
--Alan Shalloway, Net Objectives
19. Managers and Agile
• Supporting Agile Values
Methodology
You
Use
Methodology
You
Associate
with
Increase
Profits
Agile
Blended
(Some
Waterfall
and
Some
Agile)
Lean
Waterfall
Agile
73.9%
13.0%
9.8%
0.0%
Blended
(Some
Waterfall
and
Some
Agile)
31.8%
46.2%
10.6%
6.1%
Lean
14.3%
0.0%
42.9%
14.3%
Waterfall
15.8%
50.0%
18.4%
13.2%
Don't
Know
5.3%
42.1%
26.3%
5.3%
From The 2013 Study of Product Team Performance
20. Managers and Agile
• Supporting Agile Values
The Agile Manifesto
– We value:
• Individuals and interactions over processes and tools
• Working software over comprehensive documentation
• Customer collaboration over contract negotiation
• Responding to change over following a plan
-- http://agilemanifesto.org/
21. Managers and Agile
• Supporting Agile Values
Value the Agile Manifesto over sets of practices
– We value:
• Individuals and interactions over processes and tools
• Working software over comprehensive documentation
• Customer collaboration over contract negotiation
• Responding to change over following a plan
-- http://agilemanifesto.org/
22. Managers and Agile
• Creating an Agile Culture
• Supporting Agile Values
• Empowering Self-Organization Excellence
• Removing Impediments
• Counseling, Coaching and Mentoring
• Resource Management
23. Managers and Agile
• Empowering Self-Organization Excellence
When teams self-organize there's still plenty for
managers to do... a managers job is to engineer
the organization so that teams can do their best
work.
--Esther Derby, co-founder, Scrum Alliance
24. Managers and Agile
• Empowering Self-Organization Excellence
Be a damper to the noise. --Joe Kleinschmidt, CTO
Image ID: 529149, Uploaded to http://www.sxc.hu/photo/529149 by winjohn on May 16, 2006, John Evans, Winchester, Hants, United Kingdom, www.thetippingpoint.co.uk
25. Managers and Agile
• Empowering Self-Organization Excellence
From Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams, by Mickey W. Mantle and Ron Lichty
26. Managers and Agile
• Creating an Agile Culture
• Supporting Agile Values
• Empowering Self-Organization Excellence
• Removing Impediments
• Counseling, Coaching and Mentoring
• Resource Management
27. Managers and Agile
• Removing Impediments
Managers are still needed. Not so much for
their planning and controlling ability, but for
the important job of interfacing on the team s
behalf with the rest of the organization.
--Diana Larsen, co-author, Agile Retrospectives
28. Managers and Agile
• Removing Impediments
Ensure slack: slack is critical to throughput
100% capacity results in bottlenecks
--photo (c) Bud Adams, SXC, www.aimpgh.com
29. Managers and Agile
• Creating an Agile Culture
• Supporting Agile Values
• Empowering Self-Organization Excellence
• Removing Impediments
• Counseling, Coaching and Mentoring
• Resource Management
30. Managers and Agile
• Counseling, Coaching and Mentoring
Photo by Esti Alvarez, Some rights reserved, http://www.Flickr.com/photos/esti/4638056301/
31. Managers and Agile
• Creating an Agile Culture
• Supporting Agile Values
• Empowering Self-Organization Excellence
• Removing Impediments
• Counseling, Coaching and Mentoring
• Resource Management
32. Managers and Agile
• Resource Management
Always be recruiting!
--Mickey Mantle and Ron Lichty,
Managing the Unmanageable: Rules, Tools, and Insights for
Managing Software People and Teams
33. Managers and Agile
• Resource Management
Always be recruiting!
Deal with problem employees
34. Managers and Agile
• Critical to agile transformational success
• Key roles in agile
• Engage managers
• Clarify managerial roles
35. Ron Lichty Consulting
• Mentoring and Coaching and Consulting:
– http://ronlichty.com
• The book:
Managing the Unmanageable:
Rules, Tools Insights for Managing Software People Teams
– http://ManagingTheUnmanageable.net
• The study:
2013 Study of Product Team Performance
– http://ronlichty.blogspot.com
• Training: forthcoming:
– The Agile Manager
– Managing Software People and Teams