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    Agile Mentors Podcast from Mountain Goat Software

    Mountain Goat Software’s Agile Mentors Podcast is for agilists of all levels. Whether you’re new to agile and Scrum or have years of experience, listen in to find answers to your questions and new ways to succeed with agile.

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    Latest Episodes:
    #128: Top Lessons from 2024’s Most Inspiring Episodes with Brian Miner Dec 18, 2024
    Show notes

    Missed some episodes this year? Don’t worry—Brian’s got you covered with a highlight reel of 2024’s most memorable moments, featuring game-changing insights from Agile thought leaders and innovators. Tune in to catch up, reflect, and set your sights on a stellar 2025! Overview In this special year-end episode of the Agile Mentors Podcast, Brian takes us on a trip down memory lane, sharing highlights from some of the most impactful conversations of the year. Featuring insights from Agile legends like Mike Cohn, Clinton Keith, Heather McGowan, and more, this curated selection is packed with golden nuggets that you can revisit or discover for the first time. Whether you missed an episode or want to relive the best moments, this recap is a perfect way to close out 2024 and prepare for what’s ahead. References and resources mentioned in the show: #79 Navigating Agile Trends and Challenges in 2024 with Lance Dacy#86 Revisiting User Stories with Mike Cohn#90 Mastering Agile Coaching with Cherie Silas#93 The Rise of Human Skills and Agile Acumen with Evan Leybourn#100 Navigating the Future of Agile and Scrum with Lance Dacy & Scott Dunn#111 Adapting to the Future of Work with Heather McGowan#120 Agile in Gaming with Clinton Keith#123 Unlocking Team Intelligence with Linda RisingSubscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Auto-generated Transcript: Brian Milner (00:00.622)I'm Brian Milner and this is the Agile Mentors Podcast, a show about both the personal and organizational journey towards agility. My friends and I will be sharing with you what we've collectively learned from seeing thousands of companies Agile implementations, apparels and pitfalls, as well as the secrets to success. We'll share our personal in the trenches experiences so that you can apply what we've learned in a practical way in your careers. We also hope to hear and learn from you as well. If you're like us and are always in search of better ways of working together, you're in the right place. Join us, mentor, and be mentored. Let's get started. Brian Milner (00:53.288)Welcome in Agile Mentors. We are back for the final episode of 2024. Believe it or not, we have reached all the way to the end. You might be thinking, wait, there's a few more weeks left. Yeah, there's a few more weeks left, but the next release date would have been on Christmas Day itself and the one following would have been on New Year's Day. So we're gonna take two weeks off to be with our families after this episode. And we encourage you to enjoy that time, take the time with your family as well and friends, and truly wish you the best over that time period. But before we get there, we do have one more episode for you. We thought what we'd do for today's episode might be tiny bit different than normal. In fact, I don't think we've done anything like this before. What I wanted to do is, since it is the last episode of the year, is to look back over the past year and play you some portions of some of the really fantastic discussions that we had over this past year. Just pull out a handful of these to talk to you about. If they sound interesting to you, maybe you can go back and take a listen to those episodes. So let's get right into it, because I don't want to waste time setting it up any more than that. For starters, I want to go back to something that's now kind of a tradition for us, and the next one you'll hear from us after this episode will be the continuation of that. The beginning of this year in 2024, we started things off and we kicked it off with friend of the show, Lance Dacey. And that episode was really about looking forward into 2024. And for us to talk about what we maybe thought was coming and what we saw in the future, and then trying to somehow make some predictions or give some advice about how we might be better prepared for it. And one of the areas that came out in that discussion was really talking about how leadership affected an Agile transformation and Agile with the culture of an organization. So I'll play you a little clip here from Lance's discussion. One of the thoughts that he had in that episode, really talking more about how we need to go to the next level with our organizations and with the leadership in our organization. Take a listen. We've been trying to scale Scrum and Agile for a long time and we've written the practices on how to do it. Brian Milner (03:13.23)but we're not allowing the people to practice that. You know, just got through coaching. My youngest son is in fifth grade and we coach his football team. It's like, we're going to sit down and tell you during this play, here's the stance that you take to block. You're basically a robot. Do everything that we say, even if you don't understand it, because the whole scheme for that play is built on everybody doing their job exactly as prescribed. But as you evolve into professional football or high school football, they've learned so much about those mechanics. that's really fun now because they've got the IQ to respond to what's in front of them. That's agile. And that to me is what we have to start learning in organizations, is we know how to run the play at the team level, but how do we build up the people to run the play correctly in challenges when there's adaptations that need to be made? And a lot of times management and leadership is the suffocating part of that where they don't allow for that. It's always interesting to go back and look at those conversations that we have at beginning of the year. and see kind of how it played out. Were we right? Were we wrong? So if you're interested in that, check out that. That was just episode 79 was the first one that we did in 2024. Next up, I'm gonna jump to episode 86. This was one with our very own Mike Cohn. Mike had come back on because quite frankly, we've had for many years a set of user stories that were sample user stories that you could come to our website and download just as a resource for people if they wanted to see what... samples of user stories look like, try to imagine what that would look like in their particular context. So that's why we had this collection of user stories. Well, Mike went back to re-edit those recently, and then he took kind of another look at it and had forced him to kind of reconsider some things, wanted to share some thoughts about those new ideas and thoughts he had about user stories, just in re-examining ones that he had put together previously. So in this next clip, what you'll hear Mike talk about is really kind of a controversy maybe just his own controversy internally, but kind of a shift that he had over the years and really the template itself for a user story. So take a listen to this. I had a bunch of slides. I looked at them a few years ago to confirm this. I looked at them and they all said, I want to blank, right? And it was what the user wants. And sometimes it's not what the user wants. So if you look at slide decks that I create today, they all say, I. Brian Milner (05:36.866)They don't say I can, they don't say I want to, they just say I, and then you fill in the verb. For example, as user, I am required to enter a strong password. I don't want to enter a strong password. I want to type in my dog's name and let the system know it's me, right? So I am required to enter a strong password that doesn't fit with I want to or I can. I can enter a strong password? Well, that doesn't really help. I don't want to. I can enter a strong password. I can enter a weak password. Is that possible? So I do think there's problems with I can, but I leave all of that out of the template and I let the situation determine what that verb should be. Always an interesting conversation there with Mike Cohn. Very, very lucky and fortunate to have him come on usually multiple times per year. And that was just one of the times that Mike came on our show this last year, but really, really interesting stuff there about user stories. If that's something you're interested in, I encourage you to check out that. That was episode 86 with Mike Cohn on user stories. Now we're gonna jump ahead to episode 90. Episode 90, we had a friend of mine, Sheree Silas, come on. Sheree is a very authoritative, knowledgeable person on Agile coaching. In fact, she is the person that I most likely am going to point you to if you come to me and want to find out more about Agile coaching. She has some really great classes and other things that she teaches. And we had her on to talk about Agile coaching, obviously. And one of the things that came up is something that I hear sometimes in classes that Some of this coaching stuff you talk about sounds a little bit like counseling a little bit. Is there a crossover there with counseling? Is this a counseling job? So take a listen to what Shree had to say in response to that question. As an adult coach, you are not an organizational psychologist. You are not a counselor. You are not an organizational therapist or any of those things. That is not the job. The job is consulting, mentoring, training. and some coaching, helping people how to learn how to negotiate, learn how to collaborate, learn how to have good, healthy conflict. And there's helping them to get the business results they want. And it's very frustrating when you kind of hear this taking all the way to the other end of, we're just there to do woo-woo touchy feely stuff. I'm the psychologist. No, that's not your job. And you're not trained to do that. And that's part of the coaching work. Brian Milner (08:03.136)is to help them understand what they need and what they don't. And even as a professional coach, it is my job to make sure my client understands what coaching is and what it's not. And as an Agile coach, that's part of the work is to make sure the client understands what this work is and what it's not. Yeah, really good stuff there about Agile coaching. If you're interested in finding out more about that, listen to that episode. You'll hear more from Sheree on episode 90 about Agile coaching. Next up, I have a relatively new friend of mine, but one that, you know, feel like brother from another mother. Mr. Evan Layborn was on and he came on to talk about some research that his organization had done in partnership with the Scrum Alliance. And in particular, there was one component of that that I wanted to question him about because when I initially read it, it gave me a little bit of some misgivings about it. One of the things I mentioned was that traditionally we have always talked about being a T-shaped individual on a Scrum team that had a depth of experience in one area. but a breadth of experience in other areas that you just weren't an expert in. You were only really looking to be an expert in one area. But this report kind of brought to bear this idea of what they're calling a pie-shaped individual. So think about the mathematical symbol pie and how it has two lines going down. It's kind of like a T with two lines going down from it, right? And when I saw that, initially my first thought was, well, is this just organizations trying to get by with less head count? Take a listen to what Evan had to say about that. I want to be clear that when we're talking about pie-shaped individuals and companies looking for pi-shaped individuals, we're not talking about companies who are looking for one person to do two jobs. They're not looking for someone who's got two skills because they're trying to fill two roles. They're trying to fill two jobs. We're talking about one person, one job, and using multiple skill sets to do that job better. more effectively. In the technology world, we've had a word for this in the tech world for 10 years, full stack developer. A full stack developer is a pie-shaping, it's a developer with test competence and operations competence. They can deploy a DevOps environment. That full stack developer is a prime example of a pie-shaped person. It's not one person doing two jobs. It's one person doing one job with a variety of skill sets. Brian Milner (10:30.752)and doing that job better, exponentially better because of it. There's some really interesting other insights that Evan had in that episode. highly recommend that to you. That was episode 93 with Mr. Evan Layborne. Next up, well, we celebrated a milestone. We had our hundredth episode, if you can believe it or not. And we thought it would be appropriate to celebrate by having two people that we have on quite frequently on the podcast, Mr. Lance Dacey. and Mr. Scott Dunn. So we had something that we don't often have here on the show where we had multiple guests, but we had Lance and Scott on to really look back over the past 100 episodes and look ahead a little bit into what we thought might be coming. And one of the interesting kind of conversations we had there was thinking about some of the changes taking place in the workplace today. You'll hear Scott kind of start in on this with. thinking about the kind of dilemma organizations are facing with the work from home versus work from office kind of situation. And then Lance will come in and kind of relate it more to some larger agility issues as well. Take a listen. Thinking back to the time when people didn't really want to go agile because they thought it was a fad. And it didn't take but a few years, like, I could be wrong. Maybe that is a thing we need to do, right? And then everyone gets on board. But there was a lot of kicking and screaming and doubting the early years. I think we're going to see that with remote work is made like the proving ground of do you really work this way or not as a manager? you get this or not? You cannot lead and manage people currently how you are going to in the future because they were talking about how the new generation. is coming on board and they just won't tolerate certain things. And I think you hit it on the head with that Scott, that if these managers don't learn how to lead and manage with this newer generation, two or three removed from what I'm talking about, you're not going to have any employees because they will not tolerate it. They do not work that way. It was always such fun to have both those people on our podcast and it was even more fun to have them both on at the same time. So I really appreciate both Lance and Scott really helping us celebrate there. The fact that we crossed that threshold into a Brian Milner (12:38.326)our 100th episode. Next up is someone that I found really fascinating. is Miss Heather McGowan. And she was the keynote speaker at the Scrum Gathering this year in New Orleans. And she was so gracious to come on the podcast and talk with us a little bit. She had some really great insights. Just listen to what she had to say here in thinking about sort of the place of work in general as a part of…

    Full show notes at the publisher

    #127: Agile Strategies for Job Market Uncertainty with Mark Kilby Dec 11, 2024
    Show notes

    How do you navigate a bumpy job market with an agile mindset? Join Brian and leadership coach Mark Kilby as they explore practical strategies for staying prepared, leveraging your network, and taking ownership of your career during uncertain times. Overview In this episode of the Agile Mentors podcast, Brian Milner and Mark Kilby explore how to approach the challenges of today’s unpredictable job market with an agile mindset. Drawing on insights from Mark’s extensive career as a leadership and career coach, they discuss how preparation, adaptability, and proactive networking are essential to staying ahead. Mark emphasizes the importance of treating your career like a product, continuously iterating and inspecting trends to navigate change effectively. The conversation also delves into the power of maintaining strong professional relationships, keeping your resume and LinkedIn profile up to date, and using experimentation to explore new career paths. Whether you're facing a career transition, considering your next step, or simply looking to stay prepared, this episode offers actionable advice to help you take ownership of your professional journey. References and resources mentioned in the show: Mark KilbyFrom Chaos to Successful Distributed Agile Teams: Collaborate to Deliver by Johanna Rothman & Mark KilbyAdvanced Certified Scrum Product Owner®Advanced Certified ScrumMaster®Mountain Goat Software Certified Scrum and Agile Training ScheduleJoin the Agile Mentors CommunitySubscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Mark Kilby is a leadership and career coach specializing in helping leaders and teams thrive in complexity. Passionate about building more inclusive and effective organizations, he draws on years of experience guiding professionals through organizational change, remote work transitions, and sustainable growth, all with a focus on fostering trust, collaboration, and long-term success. Auto-generated Transcript: Brian (00:00)Welcome in Agile Mentors. We're back and this is another episode of the Agile Mentors podcast. I'm with you as always Brian Milner and today I've got a friend that I have seen talk several times at conferences, we were talking, I don't think I've actually crossed paths with him personally yet, but Mr. Mark Kilby is here. Welcome in Mark. Mark Kilby (00:21)Thank you, Brian, and glad that we finally had a chance to meet virtually face to face at least. Brian (00:26)Right? Right? Yeah. And today's world, you know, that's actually saying a lot. You know, that's kind of the default. Mark is a leadership and career coach and has been, you know, a speaker at multiple Agile conferences over the years. He has a book that he co-authored called From Chaos to Successful Distributed Agile Teams. And he has spoken on lots of different topics. Mark Kilby (00:31)Yes it is. Brian (00:51)But when we talked about having him on, we talked about a topic that I know is very topical here. For some of you, maybe, know, kind of right in the meat of where you are at the moment, but really starting to think about this bumpy job market a little bit and how to navigate that with an agile mindset. You know, this agile stuff is not just stuff we talk about in working with a team, but it actually is a way of thinking about you know, doing anything. give me kind of your description there, Mark. When you think about, you know, navigating a bumpy job market with an agile mindset, how does that look different from others? Mark Kilby (01:27)So, well, it. The best way to think about this is whether you get this out of college at career placement or you're working with a career coach later on, it's always plan out your route and just follow the steps. Well, it's kind of hard over the last couple of years to say what the right steps are because so much has happened. And you and I were talking just before we hit the record button about one of the things that gets a little bumpy here in Florida, and we call those hurricanes. And I've learned over the many years living in Florida that you can prepare for hurricanes, but you can't prepare for exactly what happens. And so it's kind of the same way these days with our careers. You can maybe get certain certifications, you may get the right resume, the right LinkedIn profile, but if... If you're not paying attention to how the market shifts, and I think many people have been caught off guard with the latest market shifts, you can be in a world of hurt. how do do the prep to weather that storm? So that's kind what I'm focusing on these days. Brian (02:42)That's awesome. That's awesome way to look at it. Cause I think you're right. know, like I know I personally have gone through a couple of, you know, layoff periods in my career and, you know, it's never something when it hits, well, at least I shouldn't say this in my experience, I absolutely were completely prepared for, they were a little bit of a shock when they happened and Mark Kilby (02:51)yeah. Brian (03:05)first one much more so than the second one. I think you learn something from each time something like that happens. But you mentioned kind of the way the market is shifting and the way things are changing a little bit and trying to be prepared. So I wanna follow that for a little. So when you talk about navigating kind of a bumpy job market and the shifts and being prepared, how do you prepare for the unknown? For things that you don't really know what's coming or you don't really know how things are shifting. How do we do that? Mark Kilby (03:38)Yeah. Well, it's paying attention to some of the longer term trends. mean, 100 years ago, know, kind of fall into the hurricane example. We had no way to predict these. And now we've got a little better way. have models to kind of guess and it's still guessing. So, but at least we have a sense of, OK, how big is it going to be? You know, how big is the change that's going to happen? How do we prepare for it? Do we stay in place? Where we're at? Is it time to move and do something else? So it's kind of the same way with our careers these days. I'm gonna guess, not everyone's gonna have the visual, but with the amount of gray on the podcast right now, you could probably relate to this. Our parents probably stuck in the same job. most of their life. I learned early on, especially in tech, the changes that happen rapidly. Matter of fact, the place where I went as a summer intern shut down the next year. The whole plant went poof. But my parents were like, how can you? It's such a great place. This company's been around for decades. But I could tell that the winds were changing. Something was shifting there. So I learned to look at, right, how is the business doing? How is the market doing for the business? And what does that mean for me? So it really helps that we kind of build up our own little model to predict, you know, how is my job going to be here in the next year or so? Even five years ago, I saw early indicators that Azure coaches, scrum masters, we're going to be at risk. But the job market was going to turn. think several people could tell that. But I mean, we had so many that were going into that, that the set of roles and we were also, you we we were seeing some failures as well as successes with transformation. And I remember, so I actually had Ken Schwaber in my, as my my Scrum instructor, I remember him saying, know, Scrum will not solve your problems. It'll make them highly visible. But guess who gets blamed? The person who made it visible. you know, as, as agile coaches and Scrum masters, you know, were the, those folks in particular are always navigating a tightrope. You know, what, what do you, you know, what do you make visible, both the good and the bad? And if, if you're dealing, Brian (05:55)Yeah. Right. Mark Kilby (06:17)with cultures that are more focused on short-term kind of improvements and not looking at the longer term. How are people staying engaged? How are the steam aligned so they can do to deliver business value? You know, if that's not a focus of the organization, then it's that job, that role is going to be probably misunderstood and was. And so when things start going bad, fingers start getting pointed. It's like, okay, maybe we don't need these folks. And we've seen that for the last couple of years in particular, but we were getting early indicators well before that, well before the pandemic hit. So that shift was gonna happen. So we can model some of this is my point. Brian (07:01)Yeah. I like that. Go ahead. Well, I was going to go straight to that. I I like the comparison there with the hurricane. And I was thinking as you were talking about that, why are we better at it now? I would kind of presuppose it's because of the amount of data. But the more data we have, over the years, the better we are. And that if we've suddenly, magically, for whatever reason, lost all our historical data of hurricanes and what they do, then I would imagine we'd be back to square one of not really being able to predict very well about where they go. So translating that over into our careers, I love that comparison. And I love what you're pointing to to say, you can see indicators, can look at the trends, you can see how's the business doing. So that's kind of one of the things I want to ask you about a little bit is, especially here in this agile world, I know there's, I've heard lots of talk about, is this overall an agile thing that is on a decline or is this really more driven as an economy at large that's going through problems. And so we're kind of trickling down from that and feeling that. if I'm an employee for a company, what I'm trying to navigate then and figure out is I want to see trends for our business on the whole, but I also am trying to... Mark Kilby (08:38)Mm-hmm. Brian (08:40)fit that in with what the overall economy is and the market out there to see, is this just an overall thing for all of businesses right now and for the full economy or is this specifically something to do with our business that is kind of a, I would think a bigger warning sign than to start to get more prepared. Mark Kilby (08:59)Well, going back to the hurricane metaphor again, there's multiple things that impact that. It's the same thing for our jobs. So it's what data do you need to gather? And you pointed out to some of that. So what's happening with the company? What are you seeing in press releases? What are you seeing in commentary on your organization? I'll give an example of a company that no longer exists. So can safely speak about this company. So a company I was at early in my career and was well known in the Java programming space. They actually hosted a lot of Java sites at the time. They were also at the top of the, not the AI boom, but what was called the internet boom, know, dot com boom way back. And they went through the same Friends that a lot of companies did spending a lot of money Not pulling not pulling in revenue and it was very public how much they were spending When it became obvious that they bought like very expensive real estate office real estate in in Boston Harbor area and they bought very expensive real estate elsewhere You don't have to be a financial wizard to figure out like all right if they're spending all this money and and we're seeing pundits in other news sources say, yeah, we're not sure about this company. And you're seeing a lot of that. You might start to wonder as an employee, like, I wonder if I am really safe here. Is it time to hunker down or is it time to move? So you've got to gather your own data about your company, your industry, and even the broader economy. If you ignore that, you kind of ignore it at your own peril. We have to be the product owners of our own career. Brian (10:47)Mm, I love that. Yeah, that's a great way to look at it. Well, so shifting gears a little bit, because I think we obviously are not going to, we're soothsayers or anything. We can't foretell the future exactly. And there's always going to be things that kind of catch us off guard. There's the unknowns and that's Mark Kilby (10:48)Yeah. Yeah. Brian (11:10)Partly what we talk about a lot in Agile is just the idea that you can't know everything upfront. So you got to be prepared. You got to have a system that works for you that kind of allows for those unknowns to come along and then allows you to adjust as you're going through. So that's kind of where I want to go next then is if we accept the fact that, we have indicators and they can give us an indication about the job market or about our company. And we have to kind of assess those independently to see if it's time to move or we should be ready for something to happen or not. Once that threshold is crossed, once we make that decision, or it's made for us, then we're into a whole other world. And we talk about this being a bumpy job market. Well, it's bumpy on both sides of that threshold. So how would that apply to you? After you've crossed that threshold, how do we use Agile and an Agile mindset to navigate the task and the hardships of trying to find the next thing? Mark Kilby (12:16)Well, there's even a little bit before that. So that's OK, but a great question. And I'll come back around to it. So just as you're starting any agile project or program, there's some setup. There's some prep that you have to put in place. And I'm going to tie back to the hurricane metaphor here also. There are seasons for that prep sometimes. So think about the season you're in. Brian (12:18)Okay, sorry. Mark Kilby (12:41)month to month, quarter to quarter, and maybe you're wrapping up a big program, that would be a great time to update your resume and your LinkedIn. Not waiting until you're out of a job, but go ahead and just like, you know, I think I'm going to update. And people will say, but I don't want other people to know that I've updated my LinkedIn profile. There's an option for that. You can shut that off so that doesn't happen. But you want to get in that, that there's prep seasons like, okay, if something were to happen, what do I need to do? What do I, what, what I need to have ready? So keeping that resume up to date, keeping that LinkedIn profile up to date, then looking at, okay, I I've kind of doing these, these cycles of, of prep and also reflection on past work. Maybe I want to think about what was the work I enjoyed that I want to amplify through. LinkedIn, resume, and maybe even talk about a LinkedIn and kind of be broadcasting a little bit. I really enjoyed this project we just finished up. That gets you a little bit out there. And I can already hear the introverts cringing. But if you talk about the ideas, what you learned as an introvert, that works for me. Brian (13:47)Hahaha. Mark Kilby (13:56)I mean, that's how I…

    Full show notes at the publisher

    #126: Mastering the Scrum Master Role with Gary K. Evans Dec 04, 2024
    Show notes

    What does it take to be an effective Scrum Master? In this episode, Brian Milner and Gary K. Evans, author of The Effective Scrum Master, explore the nuanced role of Scrum Masters, the importance of people skills, and the shift from efficiency to effectiveness. Overview Join Brian Milner as he chats with Agile coach and author Gary K. Evans about the essential qualities of an effective Scrum Master. From fostering self-organizing teams to balancing proactive leadership with people-centered strategies, this conversation unpacks the skills and mindsets needed to thrive in the role. Whether you’re new to Scrum or a seasoned pro, this episode offers fresh perspectives and practical advice for taking your Agile expertise to the next level. References and resources mentioned in the show: Gary K. EvansThe Effective Scrum Master: Advancing Your Craft by Gary K Evans Join the Agile Mentors CommunityMountain Goat Software Certified Scrum and Agile Training ScheduleCertified ScrumMaster® Training and Scrum CertificationAdvanced Certified ScrumMaster®Subscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Gary K. Evans is a seasoned Agile Coach and author of The Effective Scrum Master, with over 30 years of experience transforming Fortune 100 and 500 companies through Lean-Agile practices. Known for his expertise in building high-performing teams and training over 15,000 professionals, Gary brings a unique focus on people-centered solutions to complex organizational challenges. Auto-generated Transcript: Brian (00:00)Welcome in Agile Mentors. We are back and it's another episode of the Agile Mentors podcast. We're getting towards the end of the year. I am here with you, as always, Brian Milner. And today I have a very special guest with me, Mr. Gary K. Evans is with us. Welcome in, Gary. Gary (00:17)Thank you, Brian. It's great to be here. Brian (00:19)Very glad to have Gary with us. Gary is an agile coach. He's a lean consultant. He owns his own company called Evanetics, but he is also the author of a newly published book that came out this summer. It's called The Effective Scrum Master. And it really is a comprehensive guide. It's a really interesting read. So I thought we'd have him on to talk to us about. what that means, an effective scrum master. So scrum master is this episode, I think it's gonna be really a special one for you. So Gary, let's start with that question. When you say an effective scrum master, what is an effective scrum master? Gary (00:56)In my experience, I've worked with a lot of Scrum Masters who go through the motions, they understand the events, they focus on how to run these Scrum events. But the teams flounder and they struggle with what should I do next? How do I anticipate things? And the Scrum Masters themselves often get very frustrated. One of the complaints that I hear, especially from early to mid-career Scrum Masters is I have this anxiety. How do I know that my team is operating as efficient, as efficiently and effectively as they can because they focus so much on efficiency. So this idea of effectiveness really is much more important. In fact, John Kern, one of the co-authors of the Agile Manifesto, who wrote the foreword for my book, he focused in on that word effective because we spend so much of our energies trying to be efficient. that we aren't accomplishing what we need to do, which is to build self-organizing, mature teams. And that's really the focus of my book. Brian (02:01)That's an awesome distinction, I think, because I like that a lot. There's a conversation that I will have sometimes in class about how that drive or search for trying to be not effective, sorry, what was the other word that you used? Efficient, sorry, sorry, just slipped my mind, ADHD. But the efficient kind of quotient there I think is... Gary (02:18)Efficient. Brian (02:27)something that in business in the business world today is a highly visible term. It's something that everyone seems to think is needed. But, you know, that really dates back to sort of the assembly line and efficiency experts that would stand behind you with a stop clock and try to get you to do something, you know, point two seconds faster so that it would total up to, you know, more productivity over the course of the day. But that's not the kind of work we do. Gary (02:56)I love the fact that you've mentioned that that was really the Frederick Winslow Taylor scientific management approach. And it was very much based on this idea of efficiency. But I have seen so many teams and as an agile coach, I've had multiple experiences of teams that are very, very efficient at going in the wrong direction entirely. They've lost their focus on true north. They don't understand what it is they're actually supposed to do. They think that the Scrum Guide, 14 pages in the Scrum Guide, is their Bible. And that's all that they need to know. And nothing could be further from the truth. Brian (03:37)Yeah. Yeah. And to me that, you're talking about efficiency versus effectiveness. You know, if we were a company that was trying to create a new drug to cure some disease, you know, I want effective. I don't want efficient. I don't want someone, I don't want to produce a million pills that don't work. I want to produce, you I'd rather produce one that works, you know. Gary (03:59)Exactly. Brian (04:05)And that seems to be kind of something that I think a lot of teams are missing today. Gary (04:09)It does indeed. Brian (04:10)Well, good. I like that distinction. I think that's a good distinction and that's a good place for us to start to think about this role as being kind of more effective. I think that they're sort of, I don't know, I'm kind of curious what your take is on this. Is it a marketing problem? Is it an education problem? Why is there so much confusion, I think, about what a scrum master, what a good scrum master is? Gary (04:41)That's a really deep and broad question. Part of it is that in the beginning, when Scrum was introduced into the community and was just beginning to become known, there were two attributes of Scrum Masters that were repeated again and again and again. That was you became a servant leader for the team and you removed impediments. Brian (04:44)Just a light casual one here. Gary (05:09)Unfortunately, most people stopped at that point. And they didn't realize that this, the Scrum Master role, and I'll admit, I take a very expansive view of the Scrum Master role because I've been doing this since 1993, basically, 1994. And I've learned through making lots and lots of mistakes. And the idea that All we have to do is be a servant. Well, what does that mean to be a servant leader? Nobody ever really defined it. I actually wrote an essay a number of years ago on what it meant to not be a servant leader so that I could understand by contradiction what it was that I should be doing. I called it the top 10 scrum master crimes. And really, a lot of them really had to do with crimes because it's very easy for a scrum master to start to merge into making decisions for the team that the scrum master should not be making. Now, there are times when a scrum master should direct the team, should make decisions for the team if the team is not qualified to make certain decisions because they're just too new. But this idea of being a certain leader There's so much more to that. In my expansive view of the Scrum Master role, it is not a process role first. It's a people role. And to be an effective Scrum Master, you have to be an effective people person. I've worked with so many teams and coached Scrum Masters. Scrum Masters just did not like people. They weren't people persons. And the teams responded accordingly. So. A lot of the coaching that I do with my Scrum Masters is you've got to reach deep. You've got to be able to get into people's lives rather than hold them off, you know. And so a lot of it has to do with that. Brian (07:10)I love that. I wholeheartedly concur with that. I've talked on this podcast a little bit about how it seems like we've lost the focus of that first line of the Agile Manifesto, individuals and interactions over process and tools. And I mentioned when I go to Agile conferences sometimes, I feel like the majority of the talks that I see and hear are process and tools talks rather than know, individuals and interactions talks. And I can't agree more. I think that's really a focus for us as Scrum Masters is the individuals and interactions portion, the people portion. You know, our teams are made up of people and if we're not good with helping understand how people work together, we're kind of really missing the value of what it is we deliver to the teams, I think. Gary (08:04)And Brian, the people are all different. And to have a one size fits all because the scrum guy says do X, and Z. Well, that'll work for some people, but it will not work for others. And it may even build resentment within the team because they feel that they're being treated unfairly. The focus, the theme of my book and the reason I wrote the book. Brian (08:06)Right, exactly. Gary (08:30)is that I had seen so many teams that were floundering under Scrum Masters who really didn't understand their own role. And I came up from my experience, I defined four different categories that helped to elaborate what the Scrum Master should be if they want to be effective. And I labeled those as Sherpa, Shepherd, Sheepdog, and Diagnostician. I couldn't really think of a word. I started with an S for diagnosticians. But I have a strong medical background, so diagnostician really helped because the sherpa is the expert. And to be an effective scrum master, you have to be an expert, not at scrum, but at agile. We really want, I want my scrum masters to be agile masters. And as a coach, I'm constantly pushing them. How are you improving your craft? And what is involved in that craft? So you've got to be an expert. Brian (08:58)Hahaha. Gary (09:26)Now for a new scrum master, that's a contradiction in terms. You can't be an expert if you are just at the beginning of the journey. But there are things that you can do. And I discussed this. In order to from exposure, you can gain experience. And from experience, you can generate expertise. And so that's the first one. If ultimately you need to be a master of Agile. Secondly, a Sherpa and then a... a Sherpa and then a Shepherd, you have to be able to guide the team. And you can't guide somebody if you haven't been through that path before. So this is where the issue of longevity, education, and just exposure and experience with different teams on different projects. This is where the maturity comes and you start to develop a depth of understanding. But then there's the hardest part, the hardest persona of the scrum master is the sheepdog. This is where you are the protector of the team. And so many scrum masters fold in this area because a threat will come either from management or from within the team or somebody outside the team like a product owner. And the scrum master doesn't understand how to protect his or her own team. I'll share a little war story with you that is in the book. I had a product owner who one morning came in and just started ripping through several of my team members. I don't know what happened at that point. I stepped between him and the team and I said, do not take another step forward. I was ready to defend my team physically. It didn't come to that. And later I learned the reason for why he was so upset. But if you're going to be a sheepdog and protect your team, it may require personal sacrifice. It may require professional sacrifice. And this is the area where so many scrum masters, they can't deal with that part because they don't have that confidence. So you've got the Sherpa who's the expert, the shepherd who is the guide. The sheepdog who's the protector and finally the diagnostician who is the healer. Things are going to go awry and you have to have a way of diagnosing what the root cause of the problem is. And this is where the issue of metrics and understanding your team members, building a rapport with your team members that quite often is extremely intimate. I have had team members, I have a series of questions I ask all my team members so that I understand their background and such and also things that I need to be aware of. And I will ask them, do you have any medical issues or other accommodations that we might need to consider for you? This is an issue of respect so that we don't put somebody in an uncomfortable situation. It's a strictly private conversation. I've had people share with me that they have a drug problem. that they're caring for an ailing parent, that they're going through a divorce, all kinds of different issues that come out. And we work out special signals so that if they're having an episode someday, they just give me that signal. And I know that I need to either give them space or give them some special consideration. This is what I mean by the people issue. You've got to get to the point where you allow people's lives to splash onto you and you get wet with their issues. And yet you still have to maintain your autonomy and separation in order to work with the whole team together. The Scrum Master role is extremely complex from my perspective because it involves people, as you say, individuals and their interactions. That's where we have to start. Brian (13:33)I agree. And that's a great call out to say, to talk about there, just the idea that, you these are, these are individuals, not, they're not robots, you know, like they're not AIs yet. These are human beings and they have lives outside of work. They have things that affect them. And if they're going through a divorce, like you said, then you think that might affect their work life? Well, of course it will. Cause they're a human, right? And that's gonna... Gary (13:43)Right. Yes. Brian (13:57)that's going to affect their, their mood that day. That's going to affect, you know, how productive they are. It's going to affect lots of things. And, and, you know, we, we've talked here on the podcast a little bit about making accommodations for people with different, neurodivergent traits like ADHD or, autism or other things like that. And, know, I've always loved the idea of, know, putting people in the best position to be successful, you know, trying to understand what is. unique about them, strengths and weaknesses, so that you can help them to be put in a position that they can shine, right? They can really contribute in their own unique way. And we have to allow for both those strengths and weaknesses. We have to help them with the weaknesses. We have to put them in a position to share their strengths. Gary (14:49)And this leads to a slightly different topic if I can move up…

    Full show notes at the publisher

    #125: Embracing Gratitude in Challenging Times with Brian Milner Nov 20, 2024
    Show notes

    Get ready for a special Thanksgiving episode where Brian Milner shares what he’s most grateful for this year and why a little reflection on gratitude can go a long way. It’s time to embrace the positives and celebrate the connections that keep us growing.

    Overview

    In this special Thanksgiving episode, Brian Milner takes a heartfelt pause to reflect on gratitude, expressing thanks for his listeners, cherished friendships, and the fresh ideas that continue to shape his Agile journey. He invites everyone to join him in acknowledging the positive aspects of their lives and to practice gratitude, especially during difficult times.

    References and resources mentioned in the show:

    Subscribe to the Agile Mentors Podcast
    Join the Agile Mentors Community

    Want to get involved?

    This show is designed for you, and we’d love your input.

    • Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one.
    • Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com
    This episode’s presenters are:

    Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work.

    Auto-generated Transcript:

    Brian (00:00)
    Hey there, Agile Mentors. Yes, I'm not saying my typical opening because this isn't a typical episode. I don't want to make anything cheesy here. It is Thanksgiving. It is around Thanksgiving time here in the US. And traditionally, I've given a little message around this time that's just me. And I won't take a lot of your time here today.

    But I do want to just kind of focus in a little bit on that concept of being thankful because I do think it's important for us to try to understand and be thankful for the things that we have in our life that maybe we don't always take time to kind of recognize. And this year has been a very kind of challenging years in some ways for our industry, for the profession, but it's also been exciting in some ways as well.

    And rather than dwelling on just things that would be kind of hypercritical or negative, I think it's important for us to maybe focus in on some of those positive things. So I'll just give you a quick hit list here of things that I, I just wanted to think about about three specific things that I thought were things that I am extremely thankful for this year at this point in my life. and in my interactions with people.

    The first and foremost, I'm not saving the best for last, I'm doing the best first. That's you, the listeners of this podcast. I can't thank you enough for tuning in and listening. You put out a podcast like this, you have no idea. It's kind of like you're shouting into the void. And you have no idea who is listening and who is not listening, what their desires are, what they want from you. That's why I beg you all the time for feedback, because I just want to know how it can be better for you.

    I just want to know how I can make this a better use of your time. But I've had the pleasure this year of getting to go to several conferences and going to those conferences is always my chance to kind of talk to face to face some of the people who listen to this podcast. And it is such a thrill. it, just excites me to no end when I'm at those conferences and someone comes up to me and says, Hey, I listened to the podcast. I really liked the stuff you put out there on that. And it really makes an impact for me. Or, you know, I'll hear someone come up and say, Hey, I just found it. I started listening from episode one. I'm now on episode 10 and, it's all been really, really impactful. And I just really appreciate, what you're doing there. So I, I just want to say a huge thanks to you. I mean, we couldn't keep doing this if we didn't have listeners. So I just, I really appreciate you. I appreciate that you're on this journey with me.

    We're kind of both learning together as we go through this because every episode I learn something from these guests that come through. And I know that you are as well. You're learning things as we go through these topics. So I just want to thank you for being along the ride with me. And especially thank you for those who have come up and introduced yourself and said hello to me over this past year. Really, really appreciate getting to meet you and learn a little bit more about you, about the things that you want and the things that you need. So thank you for being listeners. Thank you for being, for the people who send feedback and email us over our podcast at mountaingoatsoftware.com address. I really, really appreciate you. because we wouldn't be here without you.

    Another thing I thought I was really, really thankful for this year, the kind of in line with that is just new friends. We do a lot of this stuff, or least I should say, I do a lot of this stuff as a trainer out of my home office and spend several days with people in classes. And I make a lot of new friends through those classes just from people that I connect with and people who stay in contact with me. So I'm highly appreciative of those people that are kind of still on my radar and people that have come through classes with me and have stayed connected with me. But I'm appreciative of the people that I've gotten to spend some quality time with at the different conferences I've been at this year.

    There's been several conversations that I've had with people that have been so impactful to me, just really, really personal, sometimes emotional conversations I've had with individuals. And it just reminds you that it's human beings that are at the core of this, It's people. getting to know and understand people, I think, one of the joys of getting to do this kind of work. That you get to meet new people and get to hear their stories and learn how they see the world. So I'm really thankful for the new friends that have come into my life. through the course of the last year. And then I'm really thankful for new ideas.

    The guests that have come through here have, you know, many of them have kind of given me new ways of seeing things, kind of seeing things through a new lens that has challenged me. And I'm always really grateful. when an assumption or an opinion I have is challenged, I don't think of that as being kind of an aggressive thing towards me. I think of it as, well, that's kind of pushing my boundaries a little bit. I thought that I knew and understood this in this way, but now someone's challenged me to look at this from a different perspective. I look at this from a different viewpoint. And I am just enormously thankful that as I've... grown in this profession as I've been doing this now for, gosh, I've been a software developer maybe 25 years now, I'm that old. But given that, there are still plenty of concepts and ideas that they're never ending.

    There's never an end to the things that would challenge my assumptions or my beliefs about things and get me to really re-examine them. That doesn't mean I'm going to change all of them. But I tell people who come through the class, I don't have any problem with you challenging an idea. The idea isn't me. The idea is an idea. And I change ideas all the time. If I get presented with better information, if there's new data that comes out that says, hey, know that way we've been thinking about this, that's actually wrong, I embrace that. I welcome that. Because it's the reality. Right?

    And I don't want to continue down the road that's false. So I just really, really appreciate that idea that these ideas are not stale. These aren't ideas, aren't things that would just go by the wayside. These are things that constantly challenge us and get us to look at things in a new light. This isn't an awards acceptance speech, so I'm not going to go through the list of specific people.

    There's lots of people that I would thank and they know who they are. There's lots of people who work really hard for this podcast to work. And people like Mike Cohn who have mentored me and helped me to understand things that I would never have if I had not come in contact with them. So just really, really am thankful for all of those things.

    And I encourage you, it may sound like a silly thing, But take five minutes, take 10 minutes and just sit down with a blank piece of paper and just write out, if you were gonna make your top 10, right? What are the top 10 things that this year that you're thankful for, right? You don't have to go through, you know, just the stereotypical things that you might put down, but you know, if you were to think back over the past year, what would be the things that you are most thankful for over the past year?

    And as I said, I know it's been a hard year for a lot of people. But I think that when we are able to stop and do that and really understand, hey, here are the things that really have gone well. Here are the things I'm really thankful that I encountered or that happened to me in this last year. It really can have a dramatic impact on your outlook and how you see things and really what you look for moving forward, what you focus on moving forward.

    So I just encourage you, it's a week for that. It's a time when we do that here in the US especially, but if you're somewhere international and maybe you have a Thanksgiving on a different part of the year or a different day, or maybe you don't have one in your country, I encourage you to just take time out to do it. I think you'll appreciate it. I think it'll make an impact for you. So that's really all I got for you today.

    As I said, short little message, kind of traditional for us to do a little brief little Thanksgiving message here. again, I just want to thank you. Thank you for tuning in. Thank you for being with me on this journey, especially this past year.

    And I'm excited. I can't wait to see where we go from this point forward. Who knows, right? We might do changes. We might try some new things. All kind of depends on what you guys want to see in here. So thank you so much for where we've come so far. And we'll call it. So. We won't do any of typical outro stuff I normally do, but you know what I normally say. So just kind of think that in your head.

    Thanks, everybody. I really appreciate you listening to this special message. And next week, we'll be back with just a regular episode. You're going to really enjoy it. So talk to you next time on another episode of the Agile Mentors Podcast.


    #124: How to Avoid Common Product Team Pitfalls with David Pereira Nov 13, 2024
    Show notes

    Curious if your product team is caught in common traps that limit success? Join Brian and David Pereira as they explore how to simplify workflows, make smarter bets with prioritization, and shift from output-driven thinking to delivering real value. Overview In this episode of the Agile Mentors Podcast, host Brian Milner chats with David Pereira, author of Untrapping Product Teams. Together, they dive into the common traps product teams face, the differences between project and product management, and practical strategies for prioritization. David shares insights from his book, offering advice on building healthier backlogs, creating adaptable roadmaps, and moving beyond a feature-obsessed mindset to focus on delivering true value. References and resources mentioned in the show: David PereiraUntrapping Product Teams by David PereiraCertified Scrum Product Owner® TrainingAdvanced Certified Scrum Product Owner®Mountain Goat Software Certified Scrum and Agile Training ScheduleSubscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. David Pereira is a seasoned Product Leader with over 15 years of experience guiding Agile teams to deliver real value faster. As CEO of omoqo GmbH and a top writer on product management, David is passionate about helping teams overcome challenges, unlock their potential, and simplify their workflows to drive meaningful outcomes. Auto-generated Transcript: Brian (00:00)Welcome back Agile Mentors. We are here for yet another episode of the Agile Mentors Podcast. I'm with you as always, Brian Milner. And today I have Mr. David Pereira with us. Welcome in, David. David Pereira (00:12)Let's be here. Brian (00:14)Very excited to have David here with us. David is the author of a new book called, Untrapping Product Teams. So product owners, this is going to be a discussion that I know you're going to find very interesting. We're going to be talking about a lot of things that have to do with product teams and sort of the ins and outs of working with your products. So David, just for starters, what inspired you to write the book? What was the main problem you were trying to address when you sat down to write this? David Pereira (00:42)pain. I have worked as a product person for many companies throughout the years, different countries, different sides. And one thing that I realized is that there many things going wrong. And sometimes we just don't know that it's wrong and it hurts. Then when we realize the question is, what are we going to do about it? So I started writing about untrapped products. From this perspective, Brian (00:43)Ha ha ha ha. David Pereira (01:12)of there's something wrong, we might not see, but let's start from this and then maybe we can transform how we work for the better. Brian (01:23)Awesome. Yeah, that's a great take on it. Cause I agree. There's certain times when as a product owner, know I've, you you're kind of chugging along and things are going okay, but then something happens and it's sort of like, wow, this is painful. I don't know where it's, I can't put my finger on what's going wrong, but there's something happening here. And you you try to push through it and just get past it sometimes. And it's, that's not always the best strategy. I know you talk about there being sort of these dangerous traps that are kind of typical traps that product people fall into. Can you share any of those with us? What are some of the dangerous traps you identified here? David Pereira (02:01)Sure, there's the classic one called the gigantic backlog. So the team looked at it and we're talking about product owners, but sometimes product owners get demoted to backlog owners and they don't even notice that. So that's one of the most classic traps, but there's also another I call the calendar driven framework. You may think you work with agile, but then you realize that you only do what is in your calendar. So that digitates what you're doing and so on. And you fall prey to what I call as a meeting marathon. Brian (02:38)Yeah. I want to go back a little bit to your, to the big backlog kind of, idea there, because I, I know that's a issue I've talked with people about in class a lot. And, I just want to get your take on this. Cause I, one of the things, you know, we'll, we'll discuss in classes sometimes just the idea of having too big of a backlog and, and kind of wrestling with it and trying to get it in shape. But the question always comes up, you know, you what's the. the right number. We ask a question in class and say, how big is your backlog? And you'll see different reactions from people. Some people, less than 50, other people 250, other people 1,000 plus items. Is there a number? Is there a number that beyond which it's all of sudden now too big? David Pereira (03:24)Yeah, for sure. So for me, first is understanding what is the backlog about. It is a vehicle to drive whether when you look at the backlog, should be able to tell a story. You should know where you're heading to. But when you look there, if you see a 60 year old Christmas wishlist that has everything in but you cannot connect anything, that's when it starts smelling. So for me, a good backlog will have no more than I would say two, three things ahead of us. There might be some things that are directions that we will continue refine and get it better and so on. But if we would have something that takes us like six months of work to get it through, maybe we are doing project management. Brian (04:12)So that's an interesting distinction. if we're moving into product, how would you define that then if we're saying project management versus product management, how do you define that difference? David Pereira (04:23)So project management in general, we assume we know what needs to happen. So we start planning on when we do what and how long we're gonna invest in this and so on. Product management is more about starting what is value, what do we want to achieve? And then we start embracing the unknown, facing reality, learning from it. And then the backlog will emerge from our learnings. So it means we know where we want to land, but how we're gonna get there. We know where to start, but not the next 3, 4, 5 steps. Brian (04:56)Love that. So that gets us kind of into talking about road mapping a little bit because I know that's one of the things you talk about in your book and kind of the idea of trying to plan a little bit far in advance. So if we have a backlog, it's really more two to three sprints versus six months. Do you recommend the product owners roadmap for longer than two to three sprints or is the roadmap just a two to three sprint roadmap? David Pereira (05:24)Sure. So the roadmap for me, it is about a different flight level. So the backlog is the now. What are we doing right now in the next two sprints as we talked about? The roadmap, we're looking at what is the overarching goal we are pursuing. So that could be, for example, a milestone that we aim to achieve for the next two, three months. And then the backlog will march towards that. But for the roadmap, I think it's still important to have something like, what is the direction for six months that maybe we are considering. But the farther we go, the more I would say blurry it becomes. It's more like a direction and we can feel free to adapt that. Brian (06:13)So help me understand here, because one of the things I think that I hear a lot of questions about in class is, since 2020, the Scrum Guide has added this idea of a product goal. And we've always traditionally thought about having a vision for the product. So now we have sort of this nested nature of having a vision, a product goal. And of course, we've always had sprinkles. How do you see those things related? relating to some sort of road mapping. David Pereira (06:45)Let's take a company here as an example. I like looking at the SpaceX. What is the vision? The vision is something audacious, inspiring, that people can connect with. Might be very hard to achieve, but it gives us guidance. For SpaceX, would say two words, populate Mars. That's the vision. It's very far. And what would be a roadmap goal? For example, something they achieved already. It's a step to get closer to the vision. Build a reusable rocket. That's something they spent a lot of time doing, and that could be a roadmap item. Then when you go to the sprint ghost, it's just a smaller step towards that. Brian (07:35)Gotcha. Yeah, that's great way to put it. I like that idea and I appreciate you using kind of a real world example. I think that kind of drives it home for everybody. I think it's obviously one of the things we talk about quite a bit in Agile is that idea of that we don't have any problem with planning. Planning is a good thing. What we have a problem with is plans that are so concrete that they're inflexible. So when we... I've always thought as a product owner, when we try to create these roadmaps, the further we get out from today, the looser, the less defined it is, the more rough the idea is, and the less people should count on there being any date that's going to be met based off of that longer term horizon. Of course, there are exceptions to this. You mentioned SpaceX, mean, SpaceX has a multi-year goal. I mean, they have something that's kind of further out to the future. So I think that there are some exceptions that we probably could make in there. But I think you're right. Think about them in that steps as far as vision to product goal to sprinkle. One of the other things that I found kind of interesting in reading up and thinking about your book is you talk about the difference between coordinated and collaborative workflows. Can you define those? Tell us a little bit about what you meant by that, the difference between those two. David Pereira (08:31)Yeah, of course. I start with a question. When we are talking about coordinative development flow, step back and then reflect. Do you talk more about work than you do it? Or you just go and do work on it? If you feel like you are all the time talking about work, everyone is talking about it, you have so many meetings discussing and so on, but then you wonder who is doing the work, then there's a chance you are in the coordinative development flow. The collaborative development flow, it's a little bit chaotic. There are many things happening. Teams are looking at what can we do right now? What can we do next? They are adapting all the time and so on. Plans are actually means to an end. They are not reached. They point a direction. Teams may have a plan, but it's very simple. It is not a predictive thing. When you are in the coordinative development flow, things take long. For example, you may have a lot of ideas in the beginning, then that means you need to find the most promising idea, speculation. So you may use frameworks to have the best scoring and understand what is the idea most promising. Then you invest time and crafting high fidelity prototypes and so on. There's a lot of coordination back on Perf. But if you go to a collaborative, you say, all right, I have all of these ideas here. Which ideas are worth? That's the first question. Then you say, how do they meet our, for example, product vision? How do they relate to our strategy? How do they contribute to our goal? And if you don't have answers to that, you use your friend called trash bin. So you put the things in your trash bin and then you start moving forward. And you say, all right, how do I know this has desirability? It's viable from the business. How do I know we can do it? then start running experiment. And then some things you realize, actually customers don't need it, then you don't pursue. So that's why it looks like chaos because you don't know what will get to the end, because things will fall apart on the way because you learned they don't make sense. On the coordinate, you know what gets to the end. You just don't know if it's the right thing. Brian (11:18)That's a great point. And you're right. If we think of this from an experimental mindset, the product development game here as more experimentation, think you're right. There's going to be things that don't, the experiments that don't turn out the way we expected, just like there is in any kind of experimentation. that can be some of the most productive moments actually is when you have those experiments that turn out differently than you anticipated because that can lead you in areas that are surprising and new and have value that you might not have otherwise recognized, I think. So yeah, I love that. I think that's a great way to talk about it. It makes me think a lot about prioritization as well because I know that's a big area for us as product owners and... You know, someone sent me an article the other day that, that I share sometimes with people that's, it's a blog post that someone put out there. was like 127 different ways to prioritize your backlog. It's just, they're all methods, right? They're all the things that you probably, all of us have probably heard and, you know, things like Moscow and, and other things like that, that people are typically use, to prioritize their backlog or rice or. relative weighting or something like that. But one of the things that I find kind of interesting with that, and I want to get your take on this David, is sometimes when I will use something like relative weighting, for example, or rice, very much more of an analytical approach, right? And we're trying to try to analyze it based on several factors and see what the score comes out at the end, which one's higher than the other. but one of the interesting kind of a sideline effects that I've noticed in myself as a product owner is sometimes I'll find that I'll run that kind of a process on several features and I'll get to the end and you know, I've got three features and know, a feature, a, and C and, you know, I'll take a look at the results and look, you know, it looks like feature B is number one feature C is two and, and a is three and Sort of in my head, I kind of feel this dialogue happen where I think, huh, really B is number one. Wow. would have never thought that would have been the case. That's surprising. I can't believe B came out as number one, but maybe I answered those questions incorrectly. Maybe I should go back and change my answers in doing this analysis because that can't be right. B shouldn't be one. B should maybe be two or three. And I kind of call it the the gut instinct, you know, it's kind of that gut instinct moment where you look at the results and it feels wrong, right? And I know you talk in your book kind of about, you know, opinions without evidence and kind of the idea of, know, it made me kind of think about that scenario where sometimes you'll run…

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    #123: Unlocking Team Intelligence with Linda Rising Nov 06, 2024
    Show notes

    What makes a team intelligent? Brian and Linda Rising explore the surprising factors that foster group intelligence, from psychological safety to diversity, backed by groundbreaking research from MIT and Google. Overview In this episode of the Agile Mentors Podcast, Brian Milner sits down with Agile thought leader Linda Rising to explore the concept of group intelligence. They dive into what makes teams intelligent, discussing the importance of diversity, psychological safety, and social perceptiveness. Using research from MIT and Google, Linda also highlights how storytelling and a growth mindset can enhance team dynamics, leading to more effective and innovative collaboration. References and resources mentioned in the show: Linda RisingFearless Change: Patterns for Introducing New Ideas by Mary Lynn Manns & Linda RisingMIT Center For Collective IntelligenceProject AristotleThe Fearless Organization by Amy C. EdmonsonAmy Edmonson’s TED Talks3 ways to better connect with your coworkers - Mark T. Rivera’s TED TalkAdvanced Certified Scrum Product Owner®Advanced Certified ScrumMaster®Agile For LeadersMountain Goat Software Certified Scrum and Agile Training ScheduleJoin the Agile Mentors CommunitySubscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Linda Rising is an internationally recognized consultant, speaker, and author with a Ph.D. in object-based design metrics. Known for her expertise in agile development, retrospectives, and the intersection of neuroscience and software, Linda has authored five books and numerous articles. In 2020, she received the Lifetime Achievement Award from the World Agility Forum for her impactful contributions to the industry. Auto-generated Transcript: Brian (00:00)Welcome in Agile Mentors. We're back here with you for another episode of the Agile Mentors Podcast. I am with you as I always am, Brian Milner. And I wanted to introduce you today to someone I think you're really gonna enjoy here on this episode. I have the one and only Linda Rising with me. Linda, thank you so much for coming on. Linda Rising (00:09)Okay. It is my pleasure, Brian. Thank you so much for inviting me. It's a beautiful day here in Nashville, Tennessee. Brian (00:32)In Nash Vegas, yes. I actually spent a couple years in Nash Vegas. So I know that area back in the day, back in the day, because I worked at Opryland. So that'll tell you how long ago it was. Yeah, back in the dark times, right? But Linda, for those, if anyone who might not be aware, Linda is an author. She is... Linda Rising (00:33)Yeah! wow okay Brian (00:58)really what people would call an agile luminary. She has been involved with this movement for quite a while and has really, I don't think it's too far of a stretch to say shaped the conversation around this a lot with her research and other things that she's provided. we wanted to have her on because she, well, because it's Linda Rising, right? We wanted to have her on for that, but. Recently, she spoke at the Scrum Gathering, the regional Scrum Gathering that took place in Stockholm, and her topic just sounded really fascinating. I thought it would be fascinating for us to talk about. It was a topic of group intelligence. So Linda, I'm sure there's a lot of people out there like me that when they heard that the first time thought, I have no idea what that means. What does group intelligence mean? Linda Rising (01:43)Yeah. Actually, normally when I do anything, give a keynote or an interview on a podcast or the interviewer or the person who's inviting me will say, what would you like to talk about? That's what you did. What would you like to talk about with the idea that I could come up with a list of things I was interested in that I wanted to talk about because I knew something about it. Brian (02:09)Yep, it's true. Linda Rising (02:20)But in this case, no, it was, want you to be the opening keynote for this amazing gathering in Stockholm. and by the way, we want you to talk about group intelligence. So. That was about a year ago and I thought to myself, I don't know anything about, well, maybe I do. Maybe I do know something about group intelligence. But I have spent the past year getting ready for that talk. It was just a few weeks ago and along the way, what I found was it pulled together the research around this topic. pulled together a lot of things that I have been thinking about and it is still not over. I had to give that talk, there was a date for that, but now there are little threads that, as you say, I'm following those down various rabbit holes because they're connected to other things that I'm interested in. So this turned out to be, even though I didn't pick it and I didn't know a whole lot about it, It's turned out to be a great introduction to a different way of thinking. So we know what intelligence is, I think. Don't you? Do you know you have an idea? And aren't you intelligent? Brian (03:41)That's so awesome. Well, that's a quite a loaded question, right? Linda Rising (03:53)Of course you are and and so are our listeners our listeners are intelligent and what's interesting is that the psychologists who measure that They don't really have a definition for intelligence. What they do is they can test for it So have you ever had you know an intelligence test You know, an IQ test. Have you? Have you ever had one? Brian (04:25)You know what, I don't think I ever have, but I know my wife has, my daughters have, I'm very familiar with them, but I can't point back to one to say, hey, I know what my score was. Linda Rising (04:28)I'll bet you have. Well, sometimes you're given that test at a particular point, maybe in high school, and they didn't tell you that it was an intelligence test. You just took it along with the other battery of tests that you were taking at the time. And maybe they didn't tell you, you have an IQ of 145. They didn't tell you how smart you were. Brian (04:47)Yeah. Linda Rising (05:06)but somebody, somewhere, somehow along the way, they did. They measured it. And that's without having a definition for whatever it is. So what that test does is it says you're pretty good at solving a bunch of problems. And that's what the test is. Brian (05:17)That's amazing. Linda Rising (05:32)it asks you to look at some math problems, logic problems, spatial problems, different kinds of problems, and you either solve them pretty well or not so well, and when they are finished with that, that score on that test says something about how well you do at solving those problems. And that's what they're calling intelligence. Brian (06:03)I think I see where you're going with this because to me, if we're going to try to be very precise with words on that, I would say that sounds more like education. If I know how to solve a particular kind of math problem, that's because I've been educated to learn that. It's not a measure of my... Linda Rising (06:13)Yeah. Yep, yep. And so those tests, yeah, those tests do have a bias. They're biased toward people who have a certain kind of education biased against people who maybe didn't have that kind of education. Also, it doesn't even begin to talk about music. Here I am in Music City. Doesn't talk about musical talent. Brian (06:43)Yeah Linda Rising (06:46)It doesn't talk about your ability to perform, say, some sports activity, whether you're going to be a great basketball player or a baseball player. There are a lot of things that intelligence tests don't even, they don't even think about. Now, it doesn't mean this isn't a valid exercise because those IQ tests have been around a long time and they do measure what they measure, they measure it very well. And they do correlate with a lot of performance activities. In fact, if you were hiring somebody, the absolute best thing, if you could just do one thing, would be to give them an IQ test. That correlates most strongly with any kind of performance on the job. So it's a valid test, even if it has some biases, some problems. So that's individual intelligence and we call that IQ. So now the question is, can you do that for a group or a team? Brian (07:53)Yeah. Linda Rising (08:03)Could you say this group, could we measure it somehow? And if so, would it have the same kind of validity? That is, if they do well on this test, would that mean they would do well in the workplace? If we had that, then could we use it to say, all right, this team. is really going to be great for whatever it is that we wanted them to do. Is that possible? So obviously the answer is yes, or I wouldn't be here talking about it. Yeah. So the research is fascinating and it would take a long time to actually go into it, but it was started at MIT. The organization is called the MIT Center for Collective Intelligence. and they have been doing this now for over a decade. So this is not brand new out of the box. We're not sure where this is going. This has been happening and has been happening successfully. They do have a test. They can give it to a group. And what they find is that if the group does well, that group will also do well on other, just like IQ, other kinds of things that the test measures. And so, yes, they can measure group intelligence. Brian (09:38)Very interesting. This is really fascinating. Yeah. It's fascinating. I'm going to interrupt you for just a moment because I know, and forgive me if I'm taking you off track with where you were intending to go. But I know, having heard some of your other talks in the past on agile mindset and what you've written about, I know there's kind of this fundamental idea of the fixed verse. Linda Rising (09:39)It is interesting. Yeah. No, no, no, it's okay. Brian (10:05)growth mindset and the idea of intelligence being not necessarily a thing you're born with, but really something that you have the potential to change and grow. And how does that translate then to the group environment and the group's intelligence? Linda Rising (10:23)Yeah, so that's a great lead in because the next part of it was, well, okay, so we have this test and we can give it to a group, but we'd like to tease out some attributes of teams to say, you know, the teams that do really well on this test, they all seem to have, and they found there were three things that characterized Brian (10:26)Yeah. Linda Rising (10:52)intelligent group. The first one was called social perceptiveness. That is, are the people on the group, are they able to relate to each other? If one of the persons in the groups having a struggle for some reason, are they able to pick up on that? It's kind of hard to say, well what is that social perceptiveness? and we can come back to that, but that's first on the list. The second attribute is that when they have any kind of a discussion, that everybody talks. And that's pretty easy to see, and I know that you've probably been on teams as I have, where really not everybody talked, where maybe mostly one or two Brian (11:24)Yeah. Okay. Linda Rising (11:49)You know the loud people they did all the talking and the rest of us We just kind of sat in the corner and we said well, you know, whatever Yeah We've been there. Well, have we have we have seen that and I don't know how you're gonna feel about the third one But we all are concerned about diversity Brian (12:00)Yeah. Yeah, for sure. Linda Rising (12:17)We know that diversity is an issue. All organizations are struggling with the best way to deal with that. But the third attribute has to do with the percentage of women on the team. Brian (12:34)Really? Linda Rising (12:35)So this isn't like 50-50. This doesn't mean that you should have some women. It means the more women you have, the better. Ooh. You wanna think about that one? Brian (12:38)Yeah. You know what? I would not argue with that one bit because all the women that I've had in my life have been the most intelligent people I have known. So I would wholeheartedly concur with that. We're just a bunch of knuckleheads, the guys are. So I completely... Linda Rising (12:58)Ha! Brian (13:17)You know, I'm having some fun, but you're right. I can see that, you know? Like, I could see how that would be a really distinguishing characteristics. Linda Rising (13:22)Wow! So the researchers say maybe it's really not a gender thing because women are very good at social perceptiveness. And maybe what this third attribute, and they did a lot of statistical analyses, you you have to really dig down into the statistics and we don't want to do that. Maybe this third attribute is really a reflection of the first. And then if you, and here we're going to come to your growth mindset, if you could work with the people on the team who were not women, but who were these nerdy guys, know, could you somehow have them grow, improve, get better at social perceptiveness, then that would have the same effect as having more women on the team. And that's kind of where they are right now is can you do this? Are they equivalent? Are they really measuring the same thing? But they know that somehow that's what you've got to have is this ability to read. It's called theory of mind. Read the minds of the people on the team and that typically You know, we're stereotyping here. Typically men are not as good. So can you, could you, can you grow that characteristic? Can you get better? Can you get better at that? Brian (15:06)Yeah, I'll take a slight little side trail here and say that that makes perfect sense to me because one of the things that I found when I was doing my research on neurodiversity and specifically autism was that there's a book out there that I think I've shared on the podcast before, but it's called Autism in Heels. And basically the point of the book is to really examine autism in women. And one of the key points that's made in the book is the fact that when you see statistics about autism, you'll find that there's a huge number, there's a disparity. There's a large number of men, of males that are diagnosed and a few, a smaller percentage of females. And it gives the impression when you look at the data that you might think, well, this is a male thing, right? It's something that happens much more often than male. But this book is making the point that really, Linda Rising (16:02)Yeah. Brian (16:04)the criteria that was set aside to designate whether someone was autistic or not was really geared towards how it presents in males. So women were vastly underdiagnosed and still are to this day vastly underdiagnosed. And one of the things that makes it difficult to diagnose them is women are better at masking their symptoms. very much, they adapt to the environment around them. They pick up on the people around them. Linda Rising (16:18)Yeah. Brian (16:34)and they will mask the things that maybe are naturally a part of them, but they've le…

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    #122: Empowering Diversity with Nosa Oyegun & Louria Lindauer Oct 30, 2024
    Show notes

    Join us as we explore how Agile in Color is breaking down barriers in the Agile community and empowering people of color through mentorship, support, and leadership. Learn how you can be an ally and foster a more inclusive environment in your own Agile journey. Overview In this episode of the Agile Mentors Podcast, Brian Milner is joined by Nosa Oyegun and Luria Lindauer from Agile in Color to discuss the importance of diversity, equity, and inclusion within the Agile community. They dive into the mission of Agile in Color, barriers to entry and success for people of color in Agile, and the role of allies in fostering a more inclusive industry. The conversation also highlights the power of mentorship, vulnerability, and community support to drive meaningful change in organizations. The episode concludes with a call to action for listeners to engage with Agile in Color and contribute to the movement for a more diverse Agile community. References and resources mentioned in the show: Nosa OyegunLouria LindauerAgile in ColorThe Canary Code by Ludmila N. Praslova, PhDEmail For Details of Coaching with Mountain Goat SoftwareSubscribe to the Agile Mentors PodcastJoin the Agile Mentors CommunityMountain Goat Software Certified Scrum and Agile Training Schedule Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Nosa Oyegun has over 15 years of experience, and is a seasoned Agile Coach passionate about empowering cross-functional teams, removing impediments, and championing customer-centric solutions. Skilled in Agile frameworks like Scrum and Kanban, she focuses on fostering collaboration, driving value delivery, and nurturing growth for individuals, teams, and executives. Louria Lindauer is a dynamic enterprise strategist and coach with over 25 years of experience, known for transforming complex challenges into clear, actionable solutions. Certified in DEI strategy, Agility, and Emotional Intelligence Leadership, she helps leaders build vision, empathy, and bold organizational cultures where courageous truth and sustainable change thrive. Auto-generated Transcript: Brian (00:00)Welcome in, Agile Mentors. We are back. We're here for another episode of the Agile Mentors podcast. And today, I have with me actually two guests. I know, you're shocked, right? I only ever really usually have one, but I have two. Two for the price of one today, right? I have with me Nosa Oyegun and Luria Lindauer. Welcome in, guys. Nosa Oyegun (00:27)Thank you. Thank you for having us. Louria Lindauer (00:30)Yes. Brian (00:30)Delighted, absolutely delighted to have you guys here. And I hope I said your names correctly. If I didn't, please correct me. OK, awesome. Well, for the listeners, I did get help before. just so you know. But we're here because both Nosa and Luria work for, or are associated with, I should say, associated with an organization called Agile in Color. Nosa Oyegun (00:37)You nailed it. Louria Lindauer (00:38)You did. You did it. Brian (00:56)And I've known several people that have been in and around and involved with that organization. And I just thought it would be a good idea to have them come on and tell us a little bit about it and kind of help us understand a little bit about the mission and purpose there, what they're trying to accomplish with Agile and Color. So let's start with that. Give us kind of a, if you had to describe it, why does Agile and Color exist? Nosa Oyegun (01:24)I would say Agile and Color exists for people who look like us, right? Now, does it include everybody? Yes, we do have members who do not necessarily look like us on the outside, but we all bleed red, right? And so it is a group of like-minded individuals who have come together and said, how do we support our community? How do we support those who are already in the industry? And how do we support those who are trying to get into the industry? Because one of the things that we've realized within the community is there are so many people who might want to get into the industry, but do not have the resources. And so we consider ourselves that resource hub to be able to allow and say, hey, why don't you reach out to this? Why don't you contact this? But that is the sole purpose of being able to mentor and be mentored, just like you always say, Brian. Brian (02:15)Love it, love it, thank you. Yeah, that's awesome, that's awesome. That's a great mission and a great purpose. I know, in today's world, I think there's a lot of confusion around kind of the diversity, equity, inclusion kind of whole topic area and maybe some controversy that may be unfounded and just kind of silly. I'm just kind of curious. I mentioned both your perspectives on this. Why do you feel like really that diversity, equity, inclusiveness, why do you feel like that's an important thing for Agilist, for Agile teams, for Agile organizations? Louria Lindauer (02:48)Hmm. Okay, so this is one of my loves. do a lot of push-packing inclusion. It's important for no matter who you look like for everyone. I'm sure you love a sport. What sport do you love? Okay, so you go with a group. Brian (03:14)gosh, football. Football's my sport. Louria Lindauer (03:18)Going with me to a sporting event, I'm not your people, right? But you wanna go with your people. You wanna go have some fun so you don't have to explain why the ball just went out of bounds and why he's down, is he hurt? And I'm asking all these goofy questions, right? And the reason it's so important is because we need diversity of thought. Because in any, like let's think of a group and let's take away the one dimensional just color, which it is very important. That is a important part. It's a part of who I am as a human being. We are multi-dimensional. I'm sure that you're just not Brian. I'm sure you're just like Brian with the glasses. There's so much that encompasses you. know, like me, I'm a mom, I'm a daughter. You know, I'm an agilism diversity, I include them so many different things. And to be able to have that diversity of thought allows us to have cross-functional teams. But the biggest thing is it's a sense of belonging. So I don't have to explain why maybe my hair is like this or the challenges that I embrace in an organization. There's systematic discriminations in almost all organizations. Because that's just where we, as we change, there's still things that were a certain way. And so now what's important is that we start to recognize those. And you may not see them. So like, I'll give you an example. If you came, well, I was gonna say to my dinner, but my family's very diverse. My dad is... white and Jewish. But anyway, if you go to where I am, you know, into my family and we were in a group, I'm the majority. And so we welcome you in. In the organizations, Aladi's organization, was the only, I have a background in South American, the only Black woman, period. And as we move higher, it becomes very lonely. And even CEOs become lonely because they're the only one. Brian (04:47)Hahaha. Louria Lindauer (05:15)And so when we get together, it's about leadership opportunities, but it's also about that sense of belonging. We can talk about things that other people may not understand. Because this is about people of color as well that come and we can share. It's so important to have a place where we can talk about the things we want to talk about, just like you want to talk about football facts without explaining to me all that stuff I don't understand. Brian (05:40)Right, right, that makes sense. Nosa, anything that you would add to that? Nosa Oyegun (05:43)would even say that the interesting part about it is, like Loria alluded to, is the fact that we all have the story. And so when we all get into the room, what's that shared story that doesn't create that imposter syndrome? Or just that life experience? I can look at Loria and say, hey, I'm having a bad hair day, and she knows what I'm talking about. And so it's the beauty of having that shared experience and being able to say, it's a safe space. You can talk about your fears and we can lock arms together and make this happen for you. Brian (06:23)Yeah, now this is so good. Yeah. Yeah, please. Louria Lindauer (06:23)And can I add one more thing is the beauty also, Nosa and I are very different also. So I learned from her. She has a totally different background from me. A lot of people think because we're all per se like black, we come from very different. I have a friend, she's Nigerian and she came here at a very young age and she did not understand why people were like almost, she felt targeted. as a Black person. She was like, what is going on with all of these isms and race? I don't get it. And so that very different experience opens up insights and perspectives that even happen with people of the same color because people know that people are different. We're all different. Yeah. Brian (07:13)That's really good. I mean, for the listeners here, I mean, I wanna be real, right? I want us to have some honest discussion here because I think you have to have honest discussion here when we talk about things like this. what you guys said, I think is a really important consideration because we all have our own. kind of biases that we may not even be aware of. And even saying that word, I know there's probably some people who are listening who think, OK, now you're calling me this. No, I'm not trying to place a label on anyone, right? If you can set that aside for a moment, set aside the triggering and just not allow yourself to go to that place for just a moment and just consider, right? The point you make is a great one that we tend to want to find likeness, right? We want to have someone we identify with that that person's like me, so they understand me. They know what I'm going through. They know my considerations. In the past, what I would hear a lot in organizations is this term about they're not a good culture fit, right? Somebody is not a good culture fit. And that kind of language can sometimes, you know, kind of belie something underneath it. It's like, they're just not like us. And, you know, that's the issue, right? That's not a problem that they're not like you. That's actually a strength, right? That's a good thing. You don't want everyone all thinking the same. Nosa Oyegun (08:47)Yeah. Exactly. Diversity matters. Brian (09:01)You want people who, yeah, that bring different perspectives, different paths, different cultures, that makes us better. So I really hope people consider that, right? And like I said, we all have sort of innate bias. That doesn't mean racism. That just means bias. Right, everyone. I mean, we talk about bias in product owner classes that, you know, like, Louria Lindauer (09:08)Yep. Okay. everyone. Brian (09:30)a sunk cost fallacy and things like that. That's a bias, you know, and we all have biases whether we recognize them or not. And I think part of the effort in this, from my perspective, is just trying to recognize and overcome those things in all of us, right? Trying to say, where is that boundary line for me? And how do I push past that, right? Nosa Oyegun (09:32)Mm-hmm. Louria Lindauer (09:55)I would also say there's an awareness that you, my lived experience may be different than yours. And if something happened to me and it didn't happen to you, that it doesn't make it real. So I don't think Brian, you will ever understand the pain of having a baby, but you might just say it's fine. No, it is not. It is you worst pain and you can't describe it. It's something that instead of, if someone feels Nosa Oyegun (10:07)Correct. Louria Lindauer (10:24)Like if you say something and I feel hurt by it, the always say impact supersedes intent is to listen. And now you become the student. This person also has to speak up and say why that is offensive. And the other person say, it's not really about you. It might be that I got ran over by a bike once and then you say something and it triggers a trauma in me. And so that, you know, when I say, tell people, and if I told no, this is I have to work 150 % as a black woman to, I still, have all these degrees and certifications and years and years. I won't tell my age, years and years, right? And I still, they're like, really? And the other thing, we're talking to a community of practice right now, Agilist, okay? It is how sometimes, how you're in an organization and they're like, there goes those agile people. I know we've all heard it. Like don't pretend like you have, Brian (10:56)Yeah. Yeah. Right. Louria Lindauer (11:23)point to you, you've heard it. And the engineering are like, man, here comes his out-y'all coach. It's that type of And if you could step into that, it's just a different context is that it's there. And biases are also, we all have them. And sometimes it is a meaning of safety because something happened to us. know, like my daughter is, she's a teenager, she always says like, teens are bad because she saw teenagers doing bad things. Nosa Oyegun (11:34)Absolutely. Louria Lindauer (11:53)I'm like, but you're a teenager. That's just a bias that she has. culture fit, I heard you talk about culture fit. Culture fit, sometimes, like Southwest did this. Southwest did where they wanted people who were open-minded and had an agile mindset. Okay? They wanted that leadership. If you came in with a fixed mindset, you didn't fit that culture. But however, what you're alluding to is sometimes people use culture fit. in another way. There's always a yin and a yang, right? And so it's the one that is not right where we're like, it's the culture of it. And, you know, and that's called like a halo bias where we look at people. You can have a HR person and they'll hire 15 new people. And I've had this and I'm in the room and I'm like, all these people, they have different skin colors, but they all are you. They all like they're, they're all introverts. They're all this. They're, Nosa Oyegun (12:21)way. Yep. Brian (12:23)Right. Yeah. Louria Lindauer (12:49)cultural values are the same. They care about labels, they care about power and all these things, they wanna be on time. I'm like, you just hired a bunch of yous. So there's no diversity. And so we still can do that. Diversity and equity inclusion is more than just outside and we look indifferent. Cause I can just hire a bunch of me's and you still won't go anywhere. You know what I mean? Yeah. Nosa Oyegun (12:58)Exactly. Exactly. Yeah. Brian (13:13)Right, right. Well, so I want to ask you guys this because there's a there's I did some research earlier this year and read this book called The Canary Code that was really focused more on neurodiversity and kind of inclusion programs for the neurodiverse. But one of the t…

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    #121: Busting the Biggest Myths About Agile Tools with Steve Spearman Oct 23, 2024
    Show notes

    Can Agile tools really teach you Agile practices, or are they just supporting players? Join Brian and Steve Spearman as they unpack the myths surrounding tools like Jira and discover why the process should always come before the tool. Overview In this episode of the Agile Mentors Podcast, Brian Milner and Steve Spearman debunk common myths about Agile tools, with a special focus on Jira. They stress that tools are not a replacement for Agile principles, and the process should guide the choice of tools, not the reverse. The conversation dives into how Agile tools can enhance transparency, why communication is key to effective Agile practices, and the importance of adapting tools to fit unique team workflows. References and resources mentioned in the show: Steve Spearman#43: Cultivating Agile Team Culture in a Virtual World with Richard Cheng#29: Influencing Up with Scott Dunn#71: The World of DevOps with Carlos NunezJiraMiroMuralTrelloSAFeLeSSCertified ScrumMaster® Training and Scrum CertificationCertified Scrum Product Owner® TrainingMountain Goat Software Certified Scrum and Agile Training ScheduleJoin the Agile Mentors CommunitySubscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Steve Spearman is a Certified Scrum Trainer® and Agile coach, passionate about helping teams thrive, drive business improvements, and master the art of managing change. With expertise in Agile training, scaled Agile, and leadership, Steve empowers organizations to navigate their Agile journeys smoothly and effectively. Auto-generated Transcript: Brian (00:00)Welcome in Agile Mentors. We're back for another episode of the Agile Mentors Podcast. I'm with you as always, Brian Milner. And today I have a very good friend of mine, a mentor of mine, Mr. Steve Spearman is with me. Welcome to the podcast, Steve. Steve (00:14)Thank you, Brian. It's great to be here with you. Nice to see you. Brian (00:17)Nice to see you as well. Yeah, Steve helped me out when I was trying to become a CST and I got to learn a lot from him, watching him teach his classes. So he's a pro. He's a CST, he's a coach and trainer and if you're interested, I recommend his classes. I think he's an excellent trainer and would have no hesitation sending anyone to one of Steve's classes. We wanted to have Steve on because we had this topic that got, actually, this is a listener suggestion. So we're always happy to take listener suggestions. And this is one that one of you sent in saying that you wanted us to kind of dive into and discuss a little bit about myths that are out there about Agile tools. So Steve, what does that mean to you? are some of the, is there a main kind of myth that you? you've heard more often than others about Agile tools. Steve (01:16)I think, Brian, the one we hear all the time, right, is this one that essentially Jira is Agile, right? And we're like, well, Jira is a very popular tool for people to use with Agile. It's might or might not be like most of us who do this. That may not be our favorite, honestly, but it is very popular for some pretty good reasons. So that's, I think, the most common one. And then just the idea that somehow it gets to the confusion people have about being a methodology and stuff, right? That essentially, if you just would implement the tool, then you'd be doing Scrum well, right? And that would be the important thing when in fact, I think most of our recommendations would be a little bit the opposite of that, right? Which is to come up with your own approach to doing things in Scrum and then maybe figure out a tool that helps you with that. Brian (02:06)Yeah, I agree. I've heard that quite often. And I've encountered organizations in my career where I'll ask them if they're Agile or if they are familiar with or no Agile. yeah, we have JIRA. OK, well, not quite what I was asking, but I appreciate the sentiment. But yeah, I mean, I agree. There's probably some mixed reviews on that as a tool. Steve (02:24)Yeah. Brian (02:36)I mean, personally, I'll say I've used it to run, you know, Agile organizations before. I'm not a hater of it. I think it's fine. I think it works. I mean, I don't know what your opinion here is, Steve, but people often ask me if there's a tool I recommend to kind of run projects and. You know, my standard answer is there's not one that I think is better and outshines all the rest. I think they all have their strengths and weaknesses and you just kind of have to tweak and adjust them to make them match, you know, your process. But that's the key, right? Is that process over the tool. Steve (03:17)Yeah. I've, you know, Jira I think is popular for a lot of reasons. One is, usually it's about half the per seat cost of a lot of the other ones. And so that for a lot of companies right there, that's that's a pretty big factor thing. I liked about it. Maybe similar to your experience, Brian was that if you're a little bit more of a techie, it's pretty programmable. You can go in and you could tweak it and you can make it do all kinds of things. And so that's maybe it's strength and it's weakness that it takes a little more investment, but you can do quite a bit with. Brian (03:47)Yeah, I agree. It is pretty flexible. The main thing I try to tell people who use it and are asking about, this going to be viable? Will it work for our purposes? The main thing I think they have to understand is the history of it. The Jira is really a bug tracking software. Well, let me be clear. It was created as a bug tracking software, right? Right. Steve (04:12)Yeah, ticketing system in general, yeah. Brian (04:15)Right, a ticket system. And when you know that, and then you get into the nomenclature and you look at the layout of how everything is within it, that makes sense. can see, cause you know, like the standard thing there is an issue, right? There's different issue types, but the standard thing is an issue. Well, that's because it was meant to handle support issues. Steve (04:35)Yeah. And also the, you know, we commonly use the word tasks, of course, in Scrum, not an official thing, but a very common thing we talk about. And Jira speak is subtasks. And that's just history again, of, know, where it came from. And, you know, a long, long time ago, you had to have a plugin to Jira to do Agile. It was originally called, I believe, Grasshopper many, many years ago. And then they ended up just calling it like Jira Agile for a very long time. And then as... Brian (04:57)Yep. Steve (05:04)it became a bigger and bigger piece of their market, they just kind of wrapped it all up in JIRA now, I think. Brian (05:09)Yeah, we both been around long enough to have been part of those days. So I remember those very well. Yeah, I mean, like I said, I think JIRA will do a fine job for you if that's what you're with. wouldn't, you some organizations using it, I wouldn't say, by all means stop and use something else. I think you can make it work. I think you just have to look at it and say, all right, I understand this is based on this. So now I just need to configure it and adapt it. really for the process we want to do. And I know from my standpoint, I've used it multiple times where when you configure it the right way, it will handle things the way that you, at least from my perspective, the way I usually think is the right way to implement it with a team or an organization. So it works. I can make it work. It just takes some tweaking. I guess for mine, but yeah, it's not Agile. It's not being Agile just because you're using Jira. Steve (06:11)Yeah, and it's kind of the good and the bad thing about tools. think people like them because, you know, I can assign people tickets and things like that, you know, and so like, you know, people, it's clear who's got things and stuff. That's also a weakness though, too, because it, you might say, all I have to do is assign it in the tool and I don't have to talk to you now. I just say, look, you, I signed you this ticket or something. And that's not great from my perspective. And then the other one is that when you, when you, change states and things in the tool. That lets everybody know where things are, and that's good, and it gives you tons of reports and things, and people like those. But it's also less visual than a lot of us are, which back in the day, we liked sticky notes on a board. I that was the thing. That was the thing. And so what I'm leaning toward myself a little more these days is tools like Muro and Mural and so forth that are very visual, and they're often sticky note-based kind of things. Brian (06:55)Yeah. Steve (07:09)And that allows you to do a lot of the stuff we used to do physically, but they don't have the same reporting capabilities. And so that's where we get these trade-offs that I think we're going to see with these tools. Brian (07:22)Yeah, I agree. I agree. Yeah. I'm, I'm, I'm the same way. And in fact, you know, when I said that earlier, someone asked me what my favorite tool is, you know, I said, my default answer is usually I don't have a favorite, but, if they push me, what I'll tell them is my favorite is just no cards or post-it notes, you know, like that's really, that's really what I, I have found works best. But, yeah, something like Miro or mural, I think is a, is a great, kind of virtual replacement for that. Cause it's just so open. and you can configure it however you want. It's not going to pull a report for you. You have to understand that. But it is the equivalent of having a virtual wipe. Steve (08:05)Exactly. And that's just, it's kind of a halfway physical feeling thing for our virtual world, which I think is helpful. Another interesting thing that I haven't played with a lot myself is that I know now in Miro, a sticky note in Miro can now be tied directly to a ticket in Jira. And so effectively you could have like the backend framework of Jira with a pretty front end on top of it or something is kind of how that looks like to me. So Brian (08:23)wow. Steve (08:32)I think that's got some promise maybe to give us both that physical thing that some of us miss while still having that reporting structure that a lot of our companies kind of want. Brian (08:41)Yeah, that's awesome. Yeah, that speaks to what you were saying earlier about that it's highly configurable. can make it do a lot of things. You just have to get into the guts of it a little bit. Steve (08:52)You know, another thing about the tool market here, know, Brian, I was just looking this up, not like I knew this, but apparently it's a $5 billion market this year, Agile tool, and it is projected to go up to 13 in the next 10 or 12 years. So it's serious money. And this is why there are so many players now, right? I mean, the number of tools out there now is just, I've lost track of them. I know it's easily 20 plus tools out there. Now there are... Brian (08:57)Haha. Steve (09:19)Certainly the most common ones that we think about, Jira is probably number one. Asana comes up a lot. Rally is a long time one that comes up quite a bit. Interestingly, one of our biggest ones from years ago that did such great reporting out on the network for us and great Agile materials was version one. It was a super, super popular one. Brian (09:43)Yeah. Steve (09:45)And when you look now, they are a fairly small player percentage-wise in the market. So there's been a lot of shifting here. And of course, Microsoft shops tend to go toward Microsoft tools. And so there's that factor that goes on here, too. So it's not trivial to figure out which tool you would want to use here. Brian (10:02)Yeah, that often drives a lot of even discussion in the classes, I know, from people who say, what do you, you know, they'll bring up a term like feature and say, what's, how does Scrum define? Well, Scrum doesn't define what a feature is, you know, like that's, that's a term that comes from your tool. And, know, that your tool might have a definition for it, but you know, Scrum doesn't. So, yeah. Steve (10:23)One of the challenges I think is also that because scaled Agile has become such a big factor these days, almost all the tools have adopted their terminology. so terms like epics and features and things, most of these come from scaled Agile. And if you're doing scaled Agile, that's great, right? If you're not, it can be a little confusing. So for example, I think it was, Mike Cohn maybe, who said that epic, he famously defined as being a story too big to fit into a script. That was sort of the definition of an epic. And now in most of the tools, an epic is something giant that you have a handful of in three months or something. So yeah, there is some terminology confusion out there now as well. Brian (11:16)Yeah, which may have all come from just the tools. You hit on something a little bit earlier that I had as one of my kind of common myths here around tools. And that was that these Agile tools replace the need for just the typical communication that we have. Because as you said, I can assign something to someone else. that way, I don't have to talk to them. I just put it in their queue. And it's there. And I think that's a huge myth here with the Agile tools is, you know, my, my, my goal with any kind of tool, whether it's a software tool or whether it's a, a template or something that I'm using for a specific thing, like story mapping or whatever, my, my goal for any of those things is that it drives conversation, right? That it is an encourager of conversation, not that it is something that takes away from or detracts. from conversation and communication. So I think that's a big myth sometimes is that people, even if it's unspoken, right, there's just sort of with some people an assumption that because the tool communicates and because the tool can communicate between people, I don't have to actually talk to anyone. And that's that couldn't be further from the truth to do Scrum well. Steve (12:33)I think it gets us to another subtle thing in the scrum that you know scrum that could say more clearly maybe than it does. But that is shown as a good pattern in our pattern site, you know, the one called scrumplop.org. The idea that we should swarm as teams, you know, is something that I think a lot of us feel is a really important concept. And swarming is this kind of strange idea that says you know, don't give everybody their own work item and then just say disappear, go do it, you know, good luck. Instead, we try to work more closely like teams on the same items, divided up, work together closely. And this of course involves a lot of communication, a lot of needing to talk to each other. And so sometimes people say, well, can we just send out a Slack message or something, you know, every now and then and say, hey, you know, I'm done with min…

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    #120: Agile in Gaming with Clinton Keith Oct 16, 2024
    Show notes

    How does Agile fit into the fast-paced, high-stakes world of game development? Clinton Keith, author of Agile Game Development, spills the secrets from his time working with some of the top studios in the industry and explains why adapting Agile to gaming is both a challenge and a game-changer. Overview In this episode of the Agile Mentors Podcast, Brian Milner and Clinton Keith dive into the unique dynamics of Agile in the gaming industry. Clinton shares stories from his decades-long career in game development, explaining how Agile methodologies have evolved in the industry and why traditional approaches often fail. They discuss the impact of deadlines, the influence of digital distribution, and how finding the "fun" in games is crucial for successful development. Clinton also provides valuable insights into modifying Agile practices to better fit the gaming world and the critical role leadership plays in fostering a productive Agile culture. References and resources mentioned in the show: Clinton KeithAgile Game Development: Build, Play, Repeat by Clinton KeithMike Cohn’s Better User Stories CourseAccurate Agile Planning CourseMountain Goat Software Certified Scrum and Agile Training ScheduleJoin the Agile Mentors CommunitySubscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Clinton Keith is a seasoned game industry veteran turned Agile coach and author of Agile Game Development, 2nd Edition. With 25 years of experience as a programmer, CTO, and production director, Clinton now helps creative teams and studio leaders build better games through effective Scrum, Lean, and Kanban. Auto-generated Transcript: Brian (00:00)Welcome in Agile Mentors. Glad to have you back. We're here for another episode of the Agile Mentors podcast. I am with you as always, Brian Milner. Today, have a very special guest. A very special guest was the word I was looking for, but somehow it came out wrong. A very special guest that I'm very excited about having with us, Mr. Clinton Keith is with us. Clinton Keith (00:17)You got it right the first time. Brian (00:23)Welcome in, Clinton. Clinton Keith (00:25)Hey Brian, thank you so much for the invitation. Brian (00:27)Yeah, very, very psyched, very excited to have Clinton on. Clinton is a CST, but more importantly, he's the author of a book called Agile Game Development. And he has been in the video game industry and working with different video game makers and production houses and things for a long, long time. And he told me he's been a video game maker since the seventies. So I said, well, that's great. Cause I've been a video game player since the seventies. So I'm sure we could cross. and have some overlapping stories here. Me from the consumer side. I wanted to have Clinton on because he's got this unique perspective of really how Agile has developed and how Agile is kind of implemented and works well in the gaming industry. So let me start with just asking you, Clinton, when you work with gaming companies and they are interested curious about Agile, what is sort of the main holdup or the main objection that they present to you when they first start working with you? Clinton Keith (01:37)Well, it's changed. mean, I've been an independent trainer CST since 2008. And back then it was like, this agile stuff doesn't, know, this won't work for us or it won't work for our role playing game or massively multiplayer online game. might work for these small games. But I think since then, what you've seen is there's just such a lot of bad implementations. We call cargo cult implementations of Agile, where we think that standing around in a circle and answering three questions a day is going to result in some productivity fairy flying over our heads and sprinkling this methodology dust on us and wonderful things will happen, where there's a discipline and a change in culture. And so people have seen a lot of poor agile implementations. But at the same time, continuing on with more traditional approaches as games get larger, teams get larger, projects get bigger, that they're saving the worst failures on not adopting a more iterative approach to game development. Brian (02:54)Yeah. Yeah. Yeah, I mentioned that there's probably a lot of objection. There's a lot of the companies that kind of take that fixed scope, fixed schedule kind of approach to doing work and kind of think maybe Agile doesn't align to what we do or our industry or how we do things. Hopefully I'm not putting you on the spot too much, but do have any interesting stories or examples of things like that where you've worked with a company that maybe was just very, very resistant that you kind of, that they kind of turned around in the time you worked with them? Clinton Keith (03:36)Well, think one of the more clear examples and, and, know, I, being a project manager and someone who's a, started as a programmer and ran studios, you know, and we ended up shipping successful titles on schedule, on budget. that, when I work with teams that have true deadlines, you know, these are teams that, especially sports titles where. You know, if, you know, Madden football misses the launch of their next title at the beginning of the NFL season, they're going to lose half their sales as opposed to, you know, being told it's so called, have a deadline, but you know, that just to put pressure on the team. so when you have that kind of deadline, a do or die deadline, then it gets them serious about doing things like prioritizing scope. Brian (04:11)Yeah. Yeah. Clinton Keith (04:30)We're saying, it's like, hey, we have this new engine to render crowds in the stadium and this is going to be beautiful. And, and it's going to look like these are real stadiums filled with people. They're less willing to take that risk if it has to come out on that specific date. And so we prioritize scope by saying, Hey, we have 32 teams, you know, it be baseball or NFL or whatever. have so many stadiums, we have rosters, we have uniforms that have changed from year to year. Those are things that we have to get in. The things that are like a new technology for mud on the uniforms, well, we can take a different approach to that and say, those would be nice to have, but we're not going to bet our schedule on that. So those were the teams on what we call AAA games. They're games that have large staffs, huge budgets, hundreds of millions of dollars. They kind of learned those lessons early on and it really became proof that an agile approach of saying, prioritizing scope and managing scope and delivering things that work and that show increased value in terms of player fun on iteration, iteration basis was really the best approach to hitting those targets. Which again is really difficult for teams that really have those so -called hard deadlines. but was still with a fixed scope, that they want all those things and at the last minute, end up compromising quality, get those all the, to hit all those goals. Brian (06:06)I'm kind of curious about kind of the teaming aspect within the gaming industry because it seems like, and maybe I'm wrong here, so correct me if I'm wrong, but it seems like more than some of the other industries in software development that it's a little more of the mercenary kind of attitude of, you know, kind of have the gun for hire that you bring in or guns for hire that you bring in to do some project or some game and then... then when the project wraps, they're gone. People float from place to place. Is it tough to generate, have teams go through stages of formation in that kind of environment? Clinton Keith (06:46)Right. Yeah, no, it's less so with now that we had mobile games, these mobile platforms come out where a lot of most of the effort actually is maintaining and building a live product and growing it over time, where it's like, instead of saying, you know, on traditional large games, we're going to spend two years with no customers, no feedback. We're going to build this huge game and then launch it all at once on a disc or on a cartridge. and then cross our fingers. And with that approach, usually with game development, the traditional approach is to have a documentation phase, a planning phase, a design phase, and then a pre -production phase where we build all the mechanics. And then a production phase where we create all the levels, build the storyline, something that people can play through 20, 30 hours. And then at the end of it, alpha beta phase where we fix all the bugs, make it run fast, find, know, make it fun and polish it and then get it out the door. and in terms of staffing, like what you described was very, yeah, it was the big challenge because in pre -production we, you know, we might want 50 people, 30 people. but then when we're building all this content and building the worlds, then we're growing to a couple hundred people and then you ship it on the disk. What do you do with those 200 people that are sitting around? And that's still on large games. You know, I work with some teams that are over a thousand people developing the game. And they're trying to address that problem by having, you know, large publishers or acquiring studios. And they'll have up to half a dozen studios in various locations around the world working on that, especially on building those worlds in that, that production phase. But then that introduces the problem of communication and overhead and time zones. And yeah, it's a very challenging problem that when I started in the game industry, know, a AAA game took less than 10 people, you know, sitting in a single room. Brian (08:53)Yeah, kind of, it's such a different paradigm now than it was. And the industry has changed so much, it seems like to me because, well, like for instance, my oldest daughter is a pretty avid gamer now as well. And when we were helping her get settled for her second year of college, we had to replace her monitor, know, so she had something to play on. And we walked in the Best Buy and I tried to explain to her that, Best Buy used to be a mecca for gamers. I remember going there regularly to stroll through the shelves of the boxes and kind of see what was on sale. Now, I can't remember the last time that I bought a physical media for a game. It's all downloaded. How has that changed just the process of developing games? I'm sure that's, previously when you had to have the gold disk version or whatever that was released. I'm sure there was much tighter timeframes, right? Is it much different now with being able to update over longer periods of time? Clinton Keith (10:03)Well, just from an Agile perspective, it's gotten much better. You know, we introduced Agile to our studio back 20 years ago, over 20 years ago. And, you know, back then, really, the retailers dominated the industry so much in terms of you had to sell Walmart on the game you were proposing to make, which meant that you had to write the 300 page document that they would approve. Brian (10:25)Yeah. Clinton Keith (10:32)before you even knew it was fun. It's even worse with some of the larger first party companies that own the consoles, that they would say, well, we have a slot for making this type of game, so you have to stay within that slot. And at the end of it, we will determine how many cartridges that we will manufacture for your first release. And so it's very restrictive in terms of how much change we could introduce into the game over the course of development and say, well, the game that we're making is kind of boring. But that's the agreement that we made with Target or Walmart. And so we have to kind of stick with that game. Whereas now you can get early versions, like in Steam, for example, early release. And you can start to get metrics or that if you're a a game that's already out on a platform like iPhone, you can introduce the idea of a new mechanic to a limited number of users to say, it's like, hey, let's release a version of this mechanic to people in the state of New York and see, observe how they're playing it, measure how they're playing it, how many times they come back to it, and then use that information to tweak the next two week iteration or release dozens of different versions of our game you know, to millions of people and see which version that's out there in the wild is getting more response. So we have the ability to, you know, be much more agile and actually measuring what our customers, our players are doing with our game. Brian (12:07)That's so interesting. You spoke earlier about kind of like the AAA games with like sports games and how they have much tighter deadlines and they're, they kind of, there's a big, big hit to them if they miss that deadline. What about the opposite? What about the teams that don't have those harsh deadlines? And I would imagine there's an entirely different problem for the product owners of just good enough. how do you... How do those product owners determine, yeah, we have enough or this is in good enough shape that we can release it and we can patch things later? Clinton Keith (12:44)think one of the biggest problems you see when you don't have a deadline is this. There's this famous quote, I forget the exact wording of it, is that really tight deadlines, know, kind of restricted, know, restricted, to call it use the word resources, but in terms of money and schedule and things like that, or how many people you have working on it, really focuses you on delivering. And this is something that is a problem for AAA games with no serious deadline is that to say it's the, get these incredibly vast ideas that take years to really show the benefit. And I had this big light bulb moment in my career. I was, I was, I did a lot of racing games really in my career and I was on a game. that had a racing mechanic is based on a movie like what some of the Bourne movies where you have like a 15 minute racing mechanic, know, chasing in the middle of the movie. So late in the development of the game, we had a little bit of extra time and our publisher said, hey, can you throw in like a very short 15 minute car chasing and with police chasing you through an open city. Now that mechanic, police chasing you through an open city, used to take us years to develop with artificial intelligence, know, with police chasing you through crowded traffic streets. And even after years of development, it didn't quite work right. The police would crash into everything and drive on walls and we couldn't get the physics right. You know, we're on a PlayStation or Xbox. You know, you couldn't spend a lot of AI effort, artificial intelligence, on getting that just right. So, but we only had like a month. And so we're sitting around thinking, what can we do? How can we get police chasing us? And so we started asking ourselves questions that we never did ask in the past. Like, why do we have police? You know, why do we have police chasing yo…

    Full show notes at the publisher

    #119: Conferences, Connections, and Community with Chris Murman Oct 09, 2024
    Show notes

    In this episode of the Agile Mentors Podcast, Brian Milner chats with Murman about the value of attending Agile conferences, the importance of networking, and the impact of volunteering in the Agile community. They share personal stories, advice on making the most of conference experiences, and insights into how volunteering can open up new opportunities for personal and professional growth. Overview Brian Milner and Chris Murman dive into the world of Agile conferences, focusing on the upcoming Agile 2025 event and the benefits of attending. They discuss the evolving purpose of conferences, why networking and volunteering are crucial, and how approaching conferences with an open mind can lead to unexpected learning and connections. Chris also shares his journey from attendee to conference chair, providing a behind-the-scenes look at what goes into creating a memorable conference experience. Whether you're a conference regular or considering attending your first one, this episode offers valuable perspectives on getting the most out of these unique events. References and resources mentioned in the show: Agile 2025Chris MurmanConnect with Chris on LinkedInAgile Alliance Speaker Submission Tips Webinar#105: Scrum Conferences & Neurodiversity with Brian MilnerSpecial Episode Scrum Gathering Denver 2022Mountain Goat Software’s Accurate Agile Planning CourseSubscribe to the Agile Mentors PodcastJoin the Agile Mentors Community Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Chris Murman is the Agile 2025 Conference Chair with over 15 years of experience in product management and leadership, He has directed successful launches for top brands like Verizon, NBC Universal, and Chick-fil-A. As the Executive Director of Product at JP Morgan Chase, and leads 20 cross-functional teams, driving innovative financial solutions and spearheading AI/ML initiatives that save over 6,000 man-hours per quarter. Auto-generated Transcript: Brian (00:00)Welcome in Agile Mentors. We're back for another episode of the Agile Mentors Podcast. I'm with you as always, Brian Milner. And today, a very special friend is here with us, Mr. Chris Murman. Welcome in, Chris. Chris (00:11)What's up, Brian? I don't know that I'm a mentor, but I'm here anyways. Brian (00:12)You're definitely a mentor. In fact, we're going to explain to people why you are here in just a moment. Chris is an Agile coach extraordinaire. He has been in the community for quite a while. And he is a fellow Dallas native here with me. And we connect a little bit at the last year's Dallas conference here for Agile. Chris (00:19)Okay, okay, sure. Sure, sure. Brian (00:40)And one of the things that I noted in that conference was they announced the next one, which is coming up in Denver, end of July, beginning of August -ish, we'll put it that way. And he was announced as the chair of that conference. So Chris is actually going to be in charge or leading or behind the scenes for just about everything that's going to take place at that Agile 2025 conference in Denver. So I wanted to have Chris on to talk about that a little bit. Don't think of this as an ad. It's not an ad for it because what I wanted to kind of help people understand was kind of the why behind it. When I normally talk about the conference, it's maybe a month or two before. Well, now it's next summer. So you have some time to plan. And now is the right time to kind of put that kind of stuff in your calendar if it's something that you're thinking about doing. or even maybe thinking about maybe should you volunteer or something like that for it. So Chris, how did you get involved with this kind of thing? How did you get involved with helping out with the conferences? What made you decide to help out in any way, shape or form? Chris (01:54)Well, like many, when I first started the work, I I fell into Agile backwards just like everybody else did. None of us did this on purpose. It just came along and we just started doing it and then it became something to do. in the 2010s when Agile was riding high and I... I saw these conferences as really cool learning opportunities and connection opportunities. People that I knew from the, that you and I both know from the local area, from meetups, would tell me about these conferences. I was attending DFW Scrum the last time that Agile 20XX was in Dallas. I did not go, but. cause I, was too late for me to find out and it was kind of pricey. And so I was like, so like conferences are where you just go and meet people and then they're like, yeah, you should just kind of go. So as, as with many of us who are like, well, how do I pay for these conferences to go? just said, well, I'll submit to speak. And, I don't know about you, but my first few submissions were not great. I, I, I. People always laugh when I say this, but I would literally copy and paste the headline and the entire copy of blog posts that I thought would be really cool to talk about. Because I started my blog, that was kind of how Chris Murman .com is kind of how people first started meeting me because I would promote it on platforms and stuff. Agile Twitter used to be really fun back in those days too. So I would just copy and paste the entire blog post as my abstract. And of course, now knowing what I know, like that was, that's just the worst thing to do in the world. but I didn't know what else to do. So I fell flat on my face the first few years and started getting some advice and feedback and such, and started getting accepted to speak around 2016. Spoke at. Spoke at several conferences that year, spoke at several conferences in 2017. 2018 comes along and they're like, and I'm like, hey, how do I help out? Like this is really cool. I connected with the Agile Alliance community, that specific conference community very, very well. And I'm like, well, how can I help? And they're like, here's three or four people, email them until they say yes. And I'm not. Brian (04:18)Yeah. Hahaha. Chris (04:34)I just was annoying and said, no, I'm not kidding. I want to help. And I got to chair a track. You know, I chaired all kinds of tracks for the next few years. coming out of COVID, I got asked to be on the program team. which is just when people are like, what's the difference between leading a track and leading like the entire program? Think of it as like, The track is like one tiny, tiny sliver in the program team has to go really very narrow across everything to know where everything is. Not that I know every set. I still, I'm like, that was that session was the conference that year. But, so we just have to be more broad in what are the themes that we want to talk about? What are the things that we want to do? and, and, you know, when you join the program team, you know, one of these years it's going to be your year. And then when you. when you're a conference chair, that's your final year on the program team. And then you just go back to civilian life, I guess. I don't know, which is, don't, I don't ask Dana. I don't know what civilian life is on the side of the conference just yet, but I will very soon. So I don't know. It's a, that's a rambling answer, but it's for the most part, that's really how I got going was just, I just wanted to go. You know what I mean? I just wanted to be there. And the only way I could do it was to get a free ticket. Brian (05:34)Ha ha ha. Yeah. Yeah, yeah, that's a, well, that's a great answer. I mean, I, I think I'm kind of, I mean, I probably have a little bit, there was probably a few more years I submitted before I got accepted to speak at the Agile Conference, but I probably submitted three or four years before I got something accepted. And that's even after reviewing a few years and seeing what good and bad submissions were like, you know, and trying to understand that. Chris (06:22)Thank Brian (06:25)But we were talking a little bit beforehand about just the concept of a conference in today's world. I know that we've seen sort of a decline in people who are attending conferences a little bit. And I'm not really sure whether this is a momentary thing or an economy -based thing or what. But when people ask you why attend a conference, what What do you tell people? Chris (06:55)Well, there's many things that you can get out of a conference. That's the cool part about it is that you can attend the conference for many reasons. And I would say now in 2024, coming into next year, 25, I don't know that the reasons for attending the conference are the same as they used to be, right? Because when we first started coming, there's this like, I don't mean to sound pedantic or like over inflate myself, but there's a level of like fame in our community. We have a tiny, tiny community. So you can get agile famous a lot of different ways. Like now you can just be an influencer and write like Chris Stone is a perfect example of someone who just cranks out a ton of content that it's for the most part pretty good and get the following that way. And then people meet you that way. Brian (07:27)You Yeah, yeah. Chris (07:53)there were a lot of ways that you could meet people back then. you could really meet a ton of people there. You could make a ton of connections. So ultimately, I just really wanted to learn. I love learning and I love being connecting with other people. I did theater as a kid, was performing at church as a kid. I was just that person that was always on a stage. so speaking is just another extension of that. You being in a training room all the time, again, it's just a performance. You're just giving a performance where there's hopefully... a few nuggets of wisdom. When I realized that that's all that it was, well then I wanted to do it. You know, I don't think that, but I don't know that that's the same anymore. I don't, you know, I don't hear people say, I learned a ton at this conference every year, right? Because a lot of work, we're, Brian (08:39)Right. Yeah. Hmm. Chris (08:59)we're rehashing the ideas in a new way. We're trying to explore things in a new way, but we're really kind of taking many people feel like that we're just taking the same rock and turning it over and just getting seeing if we'll be surprised the next time we flip the rock over, right? Like there's only so many times you can flip that rock over before you don't find anything new anymore. So, I, it is interesting to think about why do we What is the purpose of a conference? You know, because do you want to be known so you can get paid, right? Or get a job? You know, there's a lot of people that want a job. So can you get a job by going to a conference? I don't know. I don't, there weren't a lot of jobs in 2023 to hand out. There were some to be had this year. If you attended the conference and were looking like there were several people that had things to talk about and interviews to be had. Brian (09:28)Yeah. Chris (09:55)some of the jobs are starting to come back. like, okay, well, do you go because you want a job or if you're learning, like, well, what do you want to learn that you can't just learn from watching YouTube or TikTok or, you know, attend like, as you know, training classes are also struggling in the community. like, what is what what is learning in 2024 2025 in the agile community? I think it's worth thinking about, you know what I mean? Brian (10:23)Yeah, no, I agree. And I think, from my perspective, I think it's changed a little bit. It's shifted a little bit over time. I think when I first started to go, there was an idea of, yes, I wanted to network and I wanted to understand and meet other people in the community. But as an introvert, I, you know, that kind of scares the crap out of me. And, you know, I can only do a little bit of that before I just feel like my battery is completely depleted. But, you know, when I think when I first went, I did have the idea that I wanted to learn. wanted to kind of be on the cutting edge. I wanted to hear the cutting edge thoughts of people who were out there. And, you know, now I think I still have that mentality when I go, I still want to hear, you know, I want someone to challenge me, you know, like that's, what I really want to hear from, from a speaker is tell me something about this. don't know, or tell me something that, you know, would challenge my, my existing way of thinking about this. so that I can go back and examine it and think, huh, I never really thought of it that way, but maybe that's true and maybe I need to re -examine that. But you know, that's kind of rare. That's not something that you get from just a lot of talks. I know one of the things I try to do when I give a talk is I wanna end with something that I would say, hey, what's the one thing you commit to changing as a result of this? Like what's the one big idea? What's the one... If you left this room and don't remember anything else, what's the one thing that you wanna just star or circle in your notebook and say, I'm gonna go find out more about that or I'm gonna do something about that. And that's where I try to kind of drive toward the whole talk. But I've been in others that, like you said, maybe a little bit more of a rehash of something I've heard before. But I've never left a conference without feeling challenged in some way, even if it's not, even if it's just from a one -on -one conversation that I've had with people, you know, I've been challenged about ideas and had to go back and re -examine and think through things. I'd say it's more, you know, now my balance has shifted. It is more networking now for me than it is that challenging thought, but I still want to find that nugget somewhere in there in the conference time. Chris (12:41)So what you said is really interesting and I want to hone in on the specific words you mentioned about challenged, right? the, I do want to, you know, before it sounds like I'm not poo -pooing the idea of conferences in any way, shape or form, but what Brian just mentioned is something that I tell the people all the time. I said it from the stage this year in Dallas, which is like, you get out of it, what you put into it. If you come in with a beginner's mind intending to be challenged, intending to have your assumptions questioned and said, maybe I didn't think about this the way that... I would say that that's probably the thing that I learned every time is that something that I thought was true or wasn't true may not, right? Brian (13:11)Yeah, yeah. Chris (13:35)You know that half of the conferences are new people every year, right? There's someone new to agile every every year there are there. Thousands of people new to it every year. That's the cool thing about it is that every year there are people that like I just got my CSM like holy cow. That…

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