tag:blogger.com,1999:blog-49389609240769080962024-02-19T06:24:05.424-08:00Andrea`s Agile Blog@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.comBlogger10125tag:blogger.com,1999:blog-4938960924076908096.post-13669849550778179382012-11-07T05:16:00.001-08:002012-11-07T05:16:40.112-08:00Moved my blog to agileandrea.com <div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjt4cOc0JexDZN1t5S4IMqH_gDBKcu5fCMeTWcgfNeNu59O2DusKTyWdjwsgMhb3a-y07dq4U4u7wCSRmTJMt_RMCr-Kdzwql7MfxQZtibDcUTBmeG6n_RDJValjTWeJOiE7AuBc4JAKJUx/s1600/Enrique+Fern%C3%A1ndez_quique_5171770977_da1cf6deb0_-name-weiss.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="83" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjt4cOc0JexDZN1t5S4IMqH_gDBKcu5fCMeTWcgfNeNu59O2DusKTyWdjwsgMhb3a-y07dq4U4u7wCSRmTJMt_RMCr-Kdzwql7MfxQZtibDcUTBmeG6n_RDJValjTWeJOiE7AuBc4JAKJUx/s400/Enrique+Fern%C3%A1ndez_quique_5171770977_da1cf6deb0_-name-weiss.jpg" width="400" /></a></div>
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Now I have moved my agile blog to my brand new domain <a href="http://agileandrea.com/"><b>agileandrea.com</b></a> - this is my German and English blog at wordpress.com. <br />
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See you all there!<br />
@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.com0tag:blogger.com,1999:blog-4938960924076908096.post-66425123801690937062012-10-27T09:34:00.000-07:002012-10-27T09:36:34.355-07:00A great audiovisual 15 min training on Product OwnershipYesterday a friend sent me the link to a great audiovisual mini-training on Product Ownership, that Henrik Kniberg just published on the CRISP blog <a href="http://blog.crisp.se/2012/10/25/henrikkniberg/agile-product-ownership-in-a-nutshell" target="_blank">http://blog.crisp.se/2012/10/25/henrikkniberg/agile-product-ownership-in-a-nutshell</a>.<br />
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It is amazing. It does not only explain important aspects of the Product Owner role is an easy to understand way, but also visualizes central aspects of agile software development like fast feedback, velocity, and release forecast. And all of this in only 15 min! <br />
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The technique used reminds me of the famous "RSA Animate" 10 min science videos. One of the most remarkable maybe the one explaining Dan Pink's research about what motivates us. <a href="http://www.youtube.com/watch?v=u6XAPnuFjJc" target="_blank">http://www.youtube.com/watch?v=u6XAPnuFjJc </a><br />
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Well done, Henrik!@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.com0tag:blogger.com,1999:blog-4938960924076908096.post-66849626908947895642012-05-20T14:40:00.001-07:002012-05-20T14:40:09.561-07:00Role and responsibility of executives in a lean/agile transition<div><p>1) Choose internal change agents carefully</p>
<p>Volunteers<br>
Positive mind and change orientated<br>
Sense of urgency<br>
Capacity for reflection<br>
Work level experience in software development<br>
Transition team covers different project roles and organizational units<br>
Involve line management<br>
Involve product management / business people<br>
Involve process / Quality Management early</p>
<p>2) Be sponsor to the transition team</p>
<p>Give your vision, or agree explicitly to vision and mission of the transition team<br>
Tell them what the constraints are<br>
Be interested in plans and results.<br>
Reed at least one good book yourself that does not look like a Scrum Bible, but something explaining what may work and why.<br>
Do not expect to have NO impact on project time lines, this is just wishful thinking.<br>
Give a reasonable budget based on estimates of the transition team<br>
Do not tell them how to make the transition. Rather be able to discuss organizational changes on their request.<br>
Let the team choose external consultants, but ask these people a couple of tough questions before you contract them.</p>
<p>3) Take care about trust in your organization</p>
<p>Do you, and do your middle managers trust your teams to get their job done? This is an essential part of any lean/agile transition.<br>
If you are still not there, expect transparency to grow at the project team level, but you have to inspire trust from the management level. You need to start! You need to express trust to your teams and act accordingly yourself.</p>
<p>4) Do not combine a lean/agile transition with negative measures</p>
<p>Especially, do not try to reduce headcount. This is directly counterproductive to encouraging people to share their knowledge.</p>
<p>5) Foster a learning organization</p>
<p>Expect your organization to be on a learning journey for more than the transition lasts. The agile principles expect you to hire the best people, and give them the environment so they can be productive. In traditional hierarchical companies, often people need to learn to learn again. And often the environment consists of crappy old tools that make them slow. You may have tons of legacy code without automated tests. They will not magically disappear at the agile transition. The teams have to learn and improve a lot until they will really feel agile.<br>
You will see improvements very soon, but this is not the end of your journey.</p>
<p>6) Look for opportunities to benchmark your transition with others</p>
<p>As executive you should use your connections with your colleagues from other companies for exchanging with them and creating opportunities for the transition teams and different project roles for comparing and exchanging experience so that you all learn more quickly.</p>
</div>@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.com0tag:blogger.com,1999:blog-4938960924076908096.post-59424495088897628202012-05-18T14:18:00.001-07:002012-05-29T00:59:04.169-07:00Great places to work: learning from SEMCO<div>
A couple of weeks ago in <a href="http://www.karmakonsum.de/" target="_blank">Karmakonsum</a>, a German blog for eco fair life style and economy, I came across Ricardo Semler and SEMCO - the incredibly successful Brazilian company that is directed mostly by its workers and employees since the 1980es. How did I not discover it earlier? Now that I have read Semler´s book "Maverick" from 1993, I have found a lot of good things to learn for companies who want to get really agile and lean beyond software development departments.<br />
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At SEMCO they have proven it is possible to get rid of basically all kind of bureaucracy, if you <b>start treating your employees as adults</b>.<br />
Written down process manuals are replaced by common sense, expanded knowledge, plus motivation to do your work in the best possible way to make your company succeed. Control and the needed to ask for permission for all kind of small things can be reduced to a minimum, from travel expenses to lunch invitations - if you just ask everybody to employ common sense, and have transparency on the numbers. <b>Transparency</b> is an important part of the SEMCO miracle. All employees and workers have full knowledge of revenue and expenses. This allows them to take meaningful decisions in factory committees, about what to change to get more efficient and make the customers happier. They are also fixing their own wages and hiring their managers. Hey, managers, getting scared now?<br />
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Of course such a company also needs leaders. But being leader there is not a question of status and privileges. They do not expect big personal offices and secretaries, but are just full of new ideas and ask nasty questions.<br />
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One important human organization principle that the company leaders adopted is<b> keeping the units small</b>: one plant or sub-company should not be bigger than 150 people. Pretty interesting, that Dave Snowdon gave the same number in his ALE2011 keynote asan evolution-built-in human constant for the size of a group a human will be able to identify with.<br />
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Democracy and open communication define the SEMCO identity rather than saying they agree in this or that business. There is a lot we can learn from them, if we are brave and fearless. Starting at a huge company may not be as easy, as there are politics around on many levels, and dragons.<br />
What seems more promising to me is starting at a small or mid sized company, where the existing amount of process is not so overwhelming. First I would inspire lean and Agile principles. Software developers are often open to democratic principles, and shop floor workers often already know and apply a few lean methods nowadays. If we then start to engage teams of software and hardware developers, scientists, workers and sales people in how to build better products for the customers, our how to make design or production more efficient, they will sparkle with new ideas.<br />
As people are learning together and get a broader view on the company's goals and the boundary conditions, they can make good improvement proposals. Then step by step some of them will learn to see the whole, at least to have a bigger interest in the company's business, and feel responsible for making their work more efficient.<br />
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Another book I have read recently is "Delivering Happiness" from Tony Hsieh, which will get its own blog post: learning how to really, really have company values and use them in daily life.</div>@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.com0tag:blogger.com,1999:blog-4938960924076908096.post-15979077371268114062012-03-07T02:33:00.001-08:002012-03-07T02:49:35.783-08:00Our big agile transition at the OOP 2012 MunichAs Agile Transition Lead of our business unit, I have introduced agile project management into a regulated development environment at Siemens Healthcare. The challenge is there to reduce process overhead and improve team member motivation without hampering the necessary quality. Since 2008, I have been starting and coaching Scrum teams, as well as working with the management on transformation of the structure and on communication.<br />
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At the OOP 2012 conference in Munich, I presented together with a colleague from the higher management about our agile transition. Here you can find our slideset at <a href="http://www.slideshare.net/AgileAndrea/agile-transition-of-a-big-medical-software-product-development">Slideshare</a>.<br />
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We have gone a long way from piloting to the real big transition, and now after the first big agile project has been successfully finished, there is still much to do in the sense of getting more efficient and having more fun...@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.com0tag:blogger.com,1999:blog-4938960924076908096.post-54958116644124195912011-12-11T10:53:00.001-08:002012-03-07T02:51:11.771-08:00Agile is about the people!<div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">Sometimes I see blog posts or LinkedIn discussions where some agile specialist or special agilist reasons about the exact amount of minutes to spend on each Scrum meeting according to sprint length, or he asks how he can measure and compare the productivity of teams.</span></div><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">Often I have the impression if I asked him now “How is the motivation of your teams? How do they feel, are they happy or frustrated? Do they have all the tools to get their job done? When did you last time clear some organizational obstacles out of the way for them? Have you hired the right people, and given them lots of opportunities to learn?” or anything alike, this kind of specialist would stare at me without getting the issue.</span></div><div style="margin-bottom: 0cm;"><br />
</div><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">Actually, this is the centre of the universe – is the people, not the final twisting and tuning of an ideal Scrum process. Scrum is about the people! </span> </div><div style="margin-bottom: 0cm;"><br />
</div><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">Even the managers I know, some managers who have done so incredibly many things right, - even they, at rare times, of course, come up with something like “but now if I would like to compare the productivity of two teams, how would I do it?” and they think very hard about it. </span></div><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;"> </span> </div><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">Then I ask them: Have you invested already enough time into how they can learn something new about the product domain, stay up to date with their architecture and programming knowledge, know how to use the latest tools you have bought them? Have you spent a similar amount of time on how to sharpen the product vision with the Product Owner, so that he can really make developers happy working on this marvellous project? If I wake up a Scrum team member in the middle of the night, would he or she be able to tell me the product vision? Have you thought about organizing a FedEx day so they can try out new features of their favourite programming language just for fun, and get fresh motivation for a couple of sprints?</span></div><div style="margin-bottom: 0cm;"><span style="font-size: large;"><br />
</span></div><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">This is what I ask my managers in such cases. Metrics and measurements are fine, but you always need to seed before you harvest. </span></div><div style="margin-bottom: 0cm;"><br />
</div><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">Hey, it’s about the people!</span></div><div style="margin-bottom: 0cm;"><br />
</div>@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.com0tag:blogger.com,1999:blog-4938960924076908096.post-56789072524809448532011-09-23T02:35:00.002-07:002012-03-07T02:55:06.313-08:00An incredibly intensive 1st ALE2011 Unconference – Agile and Lean Europe in Berlin<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQcj8jGl_xpQAiE6cZmu9rOA0T3h_4ICjuQiTtJLMN4evoDaUiutzjVz_36JBYyN5TXc7cxSW8septlkNA7_0ncrjFDAOQpOw5W7PkHmDbkBryBBgNJ8RDi3R4Mat_H-5R0ZYMnqr88QMq/s1600/OlafALE-500.jpg" imageanchor="1" style="clear: left; cssfloat: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" hca="true" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQcj8jGl_xpQAiE6cZmu9rOA0T3h_4ICjuQiTtJLMN4evoDaUiutzjVz_36JBYyN5TXc7cxSW8septlkNA7_0ncrjFDAOQpOw5W7PkHmDbkBryBBgNJ8RDi3R4Mat_H-5R0ZYMnqr88QMq/s320/OlafALE-500.jpg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><span style="font-family: "Siemens Sans"; font-size: 9pt;"><i> (<a href="http://hhgttg.de/blog/">Olaf Lewitz</a>, one of the central organizers, on a photo by Marcin Floryan)</i></span></td></tr>
</tbody></table><div class="MsoNormal" style="margin: 0cm 0cm 10pt;"><shapetype coordsize="21600,21600" filled="f" id="_x0000_t75" o:preferrelative="t" o:spt="75" path="m@4@5l@4@11@9@11@9@5xe" stroked="f"><stroke joinstyle="miter"></stroke><formulas><f eqn="if lineDrawn pixelLineWidth 0"></f><f eqn="sum @0 1 0"></f><f eqn="sum 0 0 @1"></f><f eqn="prod @2 1 2"></f><f eqn="prod @3 21600 pixelWidth"></f><f eqn="prod @3 21600 pixelHeight"></f><f eqn="sum @0 0 1"></f><f eqn="prod @6 1 2"></f><f eqn="prod @7 21600 pixelWidth"></f><f eqn="sum @8 21600 0"></f><f eqn="prod @7 21600 pixelHeight"></f><f eqn="sum @10 21600 0"></f></formulas><path gradientshapeok="t" o:connecttype="rect" o:extrusionok="f"></path><lock aspectratio="t" v:ext="edit"></lock></shapetype><shape alt="OlafALE-500.jpg" id="Picture_x0020_0" o:spid="_x0000_s1026" style="height: 188.65pt; margin-left: 0px; margin-top: 0.05pt; mso-position-horizontal-relative: text; mso-position-horizontal: left; mso-position-vertical-relative: text; mso-position-vertical: absolute; mso-wrap-distance-bottom: 0; mso-wrap-distance-left: 9pt; mso-wrap-distance-right: 9pt; mso-wrap-distance-top: 0; mso-wrap-style: square; position: absolute; visibility: visible; width: 283.45pt; z-index: 1;" type="#_x0000_t75"><imagedata blacklevel="5243f" gain="93623f" o:title="OlafALE-500" src="file:///C:%5CUsers%5Checkan67%5CAppData%5CLocal%5CTemp%5Cmsohtmlclip1%5C01%5Cclip_image001.jpg"></imagedata><wrap type="square"></wrap></shape></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;">In February, 2011, the <a href="http://www.linkedin.com/groups/Agile-Lean-Europe-ALE-3786271">Agile and Lean Europe network</a> was founded in LinkedIn by <a href="http://www.noop.nl/">Jurgen Appelo</a>, Author of <i>Management 3.0</i>. He asked the European lean and agile practitioners and communicators to join. We were about 1000 members within a month, and there were lots of active interesting discussions, “bathtub conferences” and many ideas how to collaborate more closely. The first real-life meeting happened at XP2011 in May in Madrid. Since then, 47 people with a vision created the best and most intense (un)conference I have ever attended. My own role was to be part of the “industry sofa” – we had “sofas” instead of “chairs.” I spent some of my free time reviewing abstracts and finding out whether these people were good speakers, if I had not heard them speak before. The final result we composed is amazing - <a href="http://ale2011.eu/speakers/">http://ale2011.eu/speakers/</a> .</span></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;">All further work was organized via real-time collaboration tools: Skype, Basecamp, GoogleDocs, Mindmeister, Twitter, and Conftool. Real-time mostly meant evenings, sometimes even weekends. The final event structure included one keynote every day - with Rachel Davies, Bjarte Bogsnes and David Snowden, we had three highly interesting speakers, two of which are not from the software world, but are teachers of lean concepts for management. Each day started with a funny coding dojo warm up, followed by 30-minute talks in the morning, lightning talks after lunch, and Open Space all afternoon. Virtually everybody participated actively in something: more than 220 people from at least 27 European countries. Talk topics ranged from “<i>Software Craftmanship</i>” and “<i>Metrics in a complex world</i>” to “<i>How to change the world</i>.”</span></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;"></span><span style="font-size: 12pt;"></span></div><table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin-right: 1em; text-align: left;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj1v1F_9bqcHUEjYCpPUTubn-_n7PEoKo8jcgv6udp9cw-WK4O2xzPFS9OjHdZa97qeDtvCRC6N7We19FIKYWd-3AKXDqTWGVz_tOO6hndhHjOmW4mm3eGI5Z-IPnYhzafXW0Yg91jlSyZA/s1600/2011-09-08%2525252009.09.19.jpg" imageanchor="1" style="clear: left; cssfloat: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" hca="true" height="192" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj1v1F_9bqcHUEjYCpPUTubn-_n7PEoKo8jcgv6udp9cw-WK4O2xzPFS9OjHdZa97qeDtvCRC6N7We19FIKYWd-3AKXDqTWGVz_tOO6hndhHjOmW4mm3eGI5Z-IPnYhzafXW0Yg91jlSyZA/s320/2011-09-08%2525252009.09.19.jpg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Bjarte Bogsnes from Statoil, Norway</td></tr>
</tbody></table><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;">For me, <b style="mso-bidi-font-weight: normal;">Bjarte Bogsnes with his “Beyond Budgeting” talk </b>was most inspiring (<a href="http://ale2011.eu/2011/09/17/ale2011-keynote-bjarte-bogsnes-on-beyond-budgeting/">http://ale2011.eu/2011/09/17/ale2011-keynote-bjarte-bogsnes-on-beyond-budgeting/</a> ), but… yes, but… the 7 levels of hierarchy between me and the CEO of our company make me think that this is not the easiest thing to put into practice by myself. </span><span style="font-size: 12pt;">Fortunately, many other talks also had inspiring contents! </span></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;">From <a href="http://fi.linkedin.com/pub/henri-kivioja/0/2b/4aa">Henri Kivioja</a> from Ericsson, Finland, I learned how we can guide managers to practice <i style="mso-bidi-font-style: normal;">go and see</i> with the Scrum teams: they just got rid of all kind of upward reporting from project to line managers. They also reduced their full test cycle dramatically, from about 1 year for the whole system (100%) to about 1 week for 90%. </span></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;"><a href="http://sk.linkedin.com/pub/eva-kisonova/3b/253/27b">Eva Kisonova</a> and <a href="http://de.linkedin.com/pub/sabine-canditt/15/627/408">Sabine Canditt</a> presented a funny game of cultural differences they have practiced with our Scrum teams in Slovakia. It showed the stereotypes that may exist on both sides, which can make collaboration difficult if the teams have not reflected on them. Putting it into practice in a small example among the participants was really fun.</span></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;"></span><span style="font-size: 12pt;"><a href="http://www.fanlan.nl/">Rob van Lanen</a> explained why and how they had realized FedExDays with his company’s developers in the Netherlands. This is a 24-hour slot, in which the developers can develop whatever they want – the only condition is that they must present it after that time. The department provides food and drinks, and the CEO is present at the demo at the end. The participants created 4 products, a traffic light tool for the software build, and a gaming application. They self-organized to do Scrum in one-hour slots and even pair programming. It was a great motivational boost for the teams.</span></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;"><a href="http://www.agilesensei.com/blog/">Claudio Perrone</a> gave an excellent introduction to A3 and Kaizen, which can actually be understood when you look at this outstanding presentation: <a href="http://www.slideshare.net/cperrone/a3-kaizen-heres-how">http://www.slideshare.net/cperrone/a3-kaizen-heres-how</a>. In this way, continuous improvement can be introduced on all levels: in the project team and on organizational level with the managers. This is something we should put more emphasis on soon.</span></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;"><a href="http://kalnin.net/strategicplay.html">Torsten Kalnin</a> explained how the <a href="http://www.wikispeed.com/">Wikispeed</a> team builds modular speed cars using very little fuel with lean and agile virtual collaboration of volunteers around the world – an amazing example for agile hardware development – see also at <a href="http://www.techflash.com/seattle/2011/02/the-future-of-cars-and-everything.html"><span style="color: blue;">http://www.techflash.com/seattle/2011/02/the-future-of-cars-and-everything.html</span></a>. </span></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;">I visited a few more talks related to big agile transitions, offshore and distributed experiences, which we later followed up with discussions in the Open Space.</span></div><table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin-right: 1em; text-align: left;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhLC293Elc7QYGNzF0VmKHeiI2b_K0nZEdcypF2-QdjSReGAagJRsJLU0O0AtB-7XEhgDlrNfOWf6fVwlOESzGnUn34FhDFh1Zs7oR-4dy-tCYrzZD-rhixtRHMgeQTDvwj528EjTEsp1Nx/s1600/2011-09-07%2525252014.45.08.jpg" imageanchor="1" style="clear: left; cssfloat: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" hca="true" height="192" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhLC293Elc7QYGNzF0VmKHeiI2b_K0nZEdcypF2-QdjSReGAagJRsJLU0O0AtB-7XEhgDlrNfOWf6fVwlOESzGnUn34FhDFh1Zs7oR-4dy-tCYrzZD-rhixtRHMgeQTDvwj528EjTEsp1Nx/s320/2011-09-07%2525252014.45.08.jpg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Open Space facilitated by Mike Sutton</td></tr>
</tbody></table><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;">The most intense part of the unconference was surely the <b style="mso-bidi-font-weight: normal;">Open Space</b> sessions: everybody posted his/her topics at a common marketplace, and there were a lot of different spaces in the venue where we could start discussing around a flipchart. On the first day, I proposed a talk about organizational impediments, to get stories of what happened and how people actually resolved them. Later, I was in another big agile transition discussion, and there I met a couple of people who also used communities of practice in their companies. So I had my topic for the next day: how to get CoPs going, and how to keep them alive in their original sense, as a means for knowledge acquisition, best practice exchange, and as a catalyst for improvements. </span></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;">You can find almost all references from the conference in two places: <a href="http://ale2011.eu/resources/">http://ale2011.eu/resources/</a> and with <b>#ALE2011</b> on Twitter. A lot of lean and agile conferences in the next future will be powered by the spirit of the ALE-Network, I am sure! </span><span style="font-size: 12pt;">J</span><span style="font-size: 12pt;"></span></div><div class="MsoNormal" style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif; margin: 0cm 0cm 10pt;"><span style="font-size: 12pt;">Andrea Heck</span></div>@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.com0tag:blogger.com,1999:blog-4938960924076908096.post-30277630905216276422011-07-03T05:28:00.000-07:002011-07-03T05:31:28.366-07:00Organizing ALE2011 unconference with 47 agile and lean colleagues<span style="font-size: small;"><b><span style="font-size: large;"><span style="font-family: Verdana,sans-serif;">How I happened to sit on the Industry Sofa</span></span></b><br style="font-family: Verdana,sans-serif;" /><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> Nearly at the end of the XP2011 Conference in Madrid, I stood in the garden together with a few colleagues from different countries and different companies to say goodbye. We talke a bit about the new ALE network we were all in some way participating in it, and at some moment, Olaf Lewitz said something like: "let me summarize the results of this session shortly..." and someone else said, "oh, we are actually in a session?" - and it turned out that this had started as a follow up on the session about planning the brand new ALE 2011 conference, which would take place this time in Berlin but it was supposed to tour through the European (= European Song Contest member) countries.</span></span> <span style="font-size: small;"><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> He listed the current state of "sofas" that were planned, instead of the usual "chairs", putting the emphasis on the collaborative way it was going to be planned. - I said I was missing an Industry Sofa, for getting enough really interesting industry speakers into this new conference. Oh yes, - why don't you actually take it yourself, you have a lot of industry contacts?</span><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> So this is how I happened to occupy the Industry Sofa, and before I finally left the venue, I convinced Ken Power from Cisco/Ireland to share this sofa with me, and I still thought a third member covering perhaps Eastern Europe or Scandinavia would be great.</span><br style="font-family: Verdana,sans-serif;" /><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> When I arrived back home, I already found Olaf's blog entry "</span></span> <span style="font-size: small;"><a href="http://hhgttg.de/blog/2011/05/13/im-organising-a-conference/" style="font-family: Verdana,sans-serif;">I am organizing a conference</a><span style="font-family: Verdana,sans-serif;">" and saw our "Industry Partner Sofa" listed with all the others - oha! Some work to be done!</span><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> Very quickly, also the basecamp accounts were set up by</span></span><span class="n fn" id="name" style="font-family: "Trebuchet MS",sans-serif;"><span class="given-name"><span style="font-size: small;"> </span><span style="font-family: Verdana,sans-serif;">Sergey</span></span><span style="font-family: Verdana,sans-serif;"> </span><span class="family-name" style="font-family: Verdana,sans-serif;">Dmitriev </span></span><span style="font-size: small;"><span style="font-family: Verdana,sans-serif;">in Norway, and a group of people started to fill the conference website </span><a class="moz-txt-link-freetext" href="http://ale2011.eu/" style="font-family: Verdana,sans-serif;">http://ale2011.eu/</a><span style="font-family: Verdana,sans-serif;"> with all the infos we have already agreed on.</span><br style="font-family: Verdana,sans-serif;" /><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> <b><span style="font-size: large;">Decisions with 47 distributed organizers</span></b></span></span><b><span style="font-size: large;"> </span></b><span style="font-size: small;"><br style="font-family: Verdana,sans-serif;" /><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> I have to admit that it is sometimes very difficult to find out whether something that has to be done is actually done by someone already, or if a decision has been taken finally, or who are all the people that have to be asked to get to a final decision about something. Every day I am going through quite a couple of mails in different threads, mainly on my mobile, when I am sitting in the train coming back from work. </span></span> <span style="font-size: small;"></span><br />
<span style="font-size: small;"><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> But as all the organizers are agile and lean people, it is quite less stress than I had thought a few days after start. We managed to post the</span><a href="http://www.linkedin.com/groups/ALE2011-Unconference-Berlin-Sept-7-3786271.S.55686980?qid=380b7c8b-f58e-4ee9-b8fc-c5aa28f7e5b9&goback=.gmp_3786271" style="font-family: Verdana,sans-serif;"> Industry call for papers</a><span style="font-family: Verdana,sans-serif;"> as quickly as needed. I sent the call to many people I know personally, and so did the other sofa members, Will Gill (Australian at Nokia in Berlin) who joint us the next day, and Pierre E. Neis in Luxemburg.</span><br style="font-family: Verdana,sans-serif;" /><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> We found way to distribute information quickly and also have people quickly decide something. For example, the deadline shift this week was decided through a Doodle sent around to everybody, ending 24 h later. To get and share info directly, there are Organizers Skype calls every few days. </span></span> <span style="font-size: small;"><br style="font-family: Verdana,sans-serif;" /><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> It is very interesting and challenging. Of course, a week before the deadline for submitting talks, there were only about 3 contributions. But on the second last day, we had 36, and on the last day, after we had decided to extend by one week, there were already about 50. WOW!</span></span> <span style="font-size: small;"></span><br />
<span style="font-size: small;"><br style="font-family: Verdana,sans-serif;" /><span style="font-family: Verdana,sans-serif;"> Now we are all reviewing and commenting. - Still, there is nearly a week left for submission of new talks.</span></span>@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.com1tag:blogger.com,1999:blog-4938960924076908096.post-73384970280064855982011-05-17T06:38:00.000-07:002011-07-03T05:32:57.344-07:00XP 2011 Open Space session: Teaching TDD to a Team so that it sticks<div style="margin-bottom: 0pt;"><span style="font-size: 18pt;"></span></div><div style="margin-bottom: 0pt;"><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">On XP 2011 conference in Madrid, I invited to an Open Space session named <b>"Teaching TDD to a Team so that it sticks"</b>. I stated the problem below, and a couple of interesting people showed up and gave very helpful hints, among them <a href="http://www.pooleconsulting.com/pc.php?p=resume">Charlie Poole</a>, the inventor of NUnit, as well as <a href="http://www.thekua.com/atwork/">Patrick Kua</a> and <a href="http://www.linkedin.com/in/alexandrubolboaca">Alexandru Bolboaca</a>. I have integrated some hints from an earlier discussion of the topic with <a href="http://emilybache.blogspot.com/">Emily Bache</a> and <a href="http://johannesbrodwall.com/about/">Johannes Brodwall</a> at the ACCN in Oslo.</span></div><div style="margin-bottom: 0pt;"><br />
</div><div style="margin-bottom: 0pt;"><b><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">The problem description:</span></b><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;"> </span></div><div style="margin-bottom: 0pt;"><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">Let’s take a couple of Scrum teams who have already been doing Scrum for a while, but are still lacking some technical practices. Agile coaches are convinced that Test Driven development (TDD) would help them create better and more solid code.</span></div><div style="margin-bottom: 0pt;"><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">Some have had the opportunity to attend a TDD or XP in general training session, but only very few have taken back something to their work.</span></div><div style="margin-bottom: 0pt;"><br />
</div><div style="margin-bottom: 14.2pt;"><b><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">What could be the reasons for that?</span></b></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">TDD is not intuitive, but you have to practice a time to overcome the first problems</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">If they are the only ones in their teams, it is difficult to stick to it, not having whom to ask</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">There is also pressure to take on constantly work from the product backlog, and work will be first slower than without TDD – they need the consent of their Product Owner</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">Maybe it has not been communicated enough that management and Product Owners would tolerate some initial productivity loss, and at which time</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">The examples from training were easy, but the own project is really hardcore programming </span><span style="font-family: Wingdings; font-size: 13.5pt;">J</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">In some project setups, it may not be the same developers who profit from good code, as bugs are corrected by someone else => no closed feedback loop </span></div><div style="margin: 5pt 0cm 0pt 36pt;"><br />
</div><b><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">How can we now bring a good training/coaching solution in?</span></b><br />
<div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">All participants should be voluntarily doing the training</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">The training should be done focusing on one team at a time</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">The training can be 2 or 3 days off site – not in the normal work environment</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">To explain TDD well, code examples that are not from the own project are used at least the first 2 days</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">it is helpful if code examples are from the main programming language that the participants are using</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">The proper UT frameworks need to be installed on the developers' machines when they are starting</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">A code retreat could be used for the first phase – this is a couple of developers sitting together and working on the same problems several times, deleting the code in between – outcome is that it is reasonable to create good maintainable code</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">A coding dojo is also a good technique – a group of developers solving a problem, doing TDD, but only one pair at a time will actually work on the code, while the others can look on the projector, and one dojo participant will change from time to time</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">After the participants have some good idea about TDD and first practice, it will be good for credibility and transfer to their own work to look at some own code examples from the team’s real life project</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">The trainer needs to prepare for that, so he/she can work with that code</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">The workshop needs to bring the mindset change to “it is fun working with TDD”</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">After the initial training, there must be an agreement with the Product Owners how much time can teams spend per week/per iteration on practicing TDD</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">Follow-ups take place in the normal work environment: coach pairs with people in a team on real programming problems</span></div><div style="margin: 5pt 0cm 0pt 36pt; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt; text-indent: -18pt;"><span style="font-family: Symbol; font-size: 10pt;">·<span style="font: 7pt "Times New Roman";"> </span></span><span style="font-family: "Calibri","sans-serif"; font-size: 13.5pt;">From time to time a code retreat or coding dojo to learn more interesting things (refactoring, cleaner code) and practice TDD in volunteer group will lead to strengthen the practice and amplify the learning</span></div><div class="MsoNormal" style="margin: 0cm 0cm 0pt;"><br style="mso-special-character: line-break;" /></div>@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.com2tag:blogger.com,1999:blog-4938960924076908096.post-63678476227540321792011-05-16T13:14:00.000-07:002011-05-16T13:39:11.148-07:00XP 2011 conference in Madrid: report of a newbie<div style="font-weight: normal; margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">Well, I have to admit that while I have been attending and even presenting on a couple of software conferences in the last few years, it was the first time I visited an XP conference. It was kind of that the idea struck me early in April 2011: there is an <a href="http://xp2011.org/">XP 2011 conference going on inMadrid</a>, soon, they will talk about globalizing agile – this is just what I am doing in my daily work and what I am interested in, and on the other hand, XP means technical agile practices, and this is what our teams still need to develop more.</span></div><div style="font-weight: normal; margin-bottom: 0cm;"><span style="font-size: large;"><br />
</span></div><div style="font-weight: normal; margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">The intutive decision turned out to be quite good. I met many interesting people – some of the already known from ocasions like the <a href="http://agileee.org/">AgileEastern Europe conference in Kiev</a>, the Scrum Gatherings in Stockholm or Munich, or small events like the Agile Coach Camp Norway, or even from Siemens-internal agile conferences some years ago. And I met quite new persons, at least for me, who enriched my view of the agile world.</span><br />
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<span style="font-family: Calibri,sans-serif; font-size: large;">The XP conference seems to build a unique link between industry practicioners and university investigators. It is great to see how the Master or PhD students profit from the direct discussions with people who have global agile experience in the industry. On the other hand, it gives the industry people quick access to new research results.</span></div><div style="font-weight: normal; margin-bottom: 0cm;"><span style="font-size: large;"><br />
</span></div><div style="font-weight: normal; margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">There are several topics where I found particularly interesting information:</span></div><ul><li><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;"><b>Agile and Leadership </b></span><span style="font-family: Calibri,sans-serif; font-size: large;"><span style="font-weight: normal;">– here to mention the keynote from Esther Derby and the presentation from Jurgen Appelo</span></span></div></li>
<li><div align="JUSTIFY" style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;"><b>Industry reports</b></span><span style="font-family: Calibri,sans-serif; font-size: large;"><span style="font-weight: normal;"> – Even the ESA converted from waterfall to agile, <span style="font-family: inherit;">as reported by </span></span></span><span style="font-family: inherit;">Rui Santos and Marc-Elian Begin</span><span style="font-family: Calibri,sans-serif; font-size: large;"><span style="font-weight: normal;"><span style="font-family: inherit;">. </span>In companies, I have now seen several times seen the </span></span><span style="font-family: Calibri,sans-serif; font-size: large;"><b>agile release train</b></span><span style="font-family: Calibri,sans-serif; font-size: large;"><span style="font-weight: normal;"> by Dean Leffingwell applied – also in the report by Gabor Gunyho from F-Secure.</span></span></div></li>
<li><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;"><b>Agile coaching</b></span><span style="font-family: Calibri,sans-serif; font-size: large;"><span style="font-weight: normal;"> – a very practical workshop with Patrick Kua I had the pleasure to particpate in.</span></span></div></li>
<li><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;"><span style="font-weight: normal;">The initiative for creating a vision and rules for the recently born </span></span><span style="font-family: Calibri,sans-serif; font-size: large;"><b>Agile and Lean Europe network (ALE) </b></span><span style="font-family: Calibri,sans-serif; font-size: large;"><span style="font-weight: normal;">– and a lot of activites following up, including a new conference rotating through European countries, starting September 7.-9., 2011 in Berlin.</span></span></div></li>
<li><div style="margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;"><span style="font-weight: normal;">And last not least the results of my open space inquiry about </span></span><span style="font-family: Calibri,sans-serif; font-size: large;"><b>Teaching TDD to a Team so that it sticks.</b></span><span style="font-family: Calibri,sans-serif; font-size: large;"><span style="font-weight: normal;"> </span></span> </div><span style="font-size: large;"> </span> </li>
</ul><div style="font-weight: normal; margin-bottom: 0cm;"><span style="font-family: Calibri,sans-serif; font-size: large;">I will follow up to these topics with separate blog entries in the next couple of days, starting with the TDD open space.</span><br />
<div class="separator" style="clear: both; text-align: center;"><a href="http://www2.imm.dtu.dk/%7Ehub/xp2011/day02/tuesday_morning/small/img_9681.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="266" src="http://www2.imm.dtu.dk/%7Ehub/xp2011/day02/tuesday_morning/small/img_9681.jpg" width="400" /></a></div></div><div style="font-weight: normal; margin-bottom: 0cm;">(photos by Hubert Baumeister)</div><div style="font-weight: normal; margin-bottom: 0cm;"><br />
</div>@AgileAndreahttp://www.blogger.com/profile/13439427739562495321noreply@blogger.com0