The Art of getting MORE done with LESS

Can Agilists use Check Lists? Can checklists help them perform at a much better level? To answer this question, we will have to visit the two bookends of User Stories. Please grab copies of your team’s Definition of Ready (DoR) and Definition of Done (DoD).

Two book of end User Stories

Two books of end User Stories: DoR, DoD

A user story should not be allowed to go onto a sprint backlog unless it meets all the items listed on DoR; in order for it to be marked as READY. On the other end, teams are supposed to mark a user story as DONE only when it meets all the criteria a laid out in the DoD. Aren’t these checklists? Can we expand them to other areas of doing Agile?

Why use the Checklists?

If NASA can use checklists to send satellites into the outer space. If surgeons can use the checklist to eliminate contamination in the surgery room, why can’t we, the Agilists, use the checklists to eliminate the worst, minimize the waste, and improve our productivity? As Atul Gawande describes in his book, The Checklist Manifesto: How to Get Things Right, the knowledge exists, but often times we fail to apply it correctly.

We need a different strategy for overcoming failure, one that builds on experience and takes advantage of the knowledge people have but somehow also makes up for our inevitable human inadequacies.
– Atul Gawande,  The Checklist Manifesto: How to Get Things Right

Listed below are some additional benefits of using Checklists.

  • Helps you analyze what you are doing, why you are doing and then eliminate unnecessary steps and optimize it by combining some of them.
  • Makes work results more predictable.
  • Helps you in making Repeatable, predictable process.
  • Helps in delivering consistent quality and results.

Outline path to Success

Checklists, in essence, can help you improve your performance. They outline the path to success, with minimal resistance, because they are infused with your experiences and learnings from the past.

As Edward Deming once said, “don’t look at the individual, look at the system.” You can start with a simple checklist, and infuse them with your experiences and learnings. Refine them as you use them by incorporating the lessons learned with each use.

checklists

make it-use it-refine it-agile checklists

You can create a checklist on pretty much anything! If I know that I’m going to be doing a specific activity more than once, I would create a checklist.

I follow a simple process to create them. Start with an outline of what tasks you would have to carry out to complete the activity. You don’t have to put in a lot of time and effort and come up with an elaborate checklist. Once you have the initial outline, just do ‘the thing’! And, as you do it, refine the list.

Yes, the initial list may not be complete. Yes, it may not be elaborate. But you have a checklist that you can improve on and make it better as you do it again and again. To ensure the ‘continuous improvement’, one of that last item that I almost always have is:
Is there any way I can improve this checklist?

Automate or Delegate

In his highly successful book The Four Hour Week, Tim Ferris suggests four simple steps to freedom:  Eliminate-Simplify-Automate-Delegate.

One of the side benefits of having checklists is that it helps you delegating the activity or individual tasks. It also helps you eliminate the unnecessary steps as you use them and optimize them. Once you have used a checklist to complete the activity couple of times, one of the three things could happen.

  • Automate:
    Find a way to automate the activity.
  • Delegate:
    If you cannot automate this process then find a way to delegate it to somebody who can follow your checklist.
  • Do It yourself:
    If you cannot delegate it and you are ‘forced’ to do it,  you should be able to finish it quickly and efficiently as you have optimized your checklist. This should allow you to finish the activity quickly, with a higher quality, minimizing, if not completely eliminating, the waste.

Enabling and Empowering

Checklists are enabling and empowering! They are ‘concentrated doses’ of experiences and learnings, acquired over multiple iterations. They help you in improving your Sprint Planning, the Backlog Refinement, Sprint Review, and many other events and activities.

Even the most expert among us can gain from searching out the patterns of mistakes and failures and putting a few checks in
– Atul Gawande,  The Checklist Manifesto: How to Get Things Right

Create one, use it, and you will realize how liberating they are! Let us know your experience in the comment below. And, don’t forget to share it with your peers and community.

Why reinvent the wheel? Get this booklet (containing various checklists) and get a jump start!

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Shrink or Grow Sprint Length

Why teams should not shrink or grow sprint length

Sprint length to shrink or grow. Jen, one of the Scrum Master I am coaching and mentoring asked recently:

I am scrum master for this team and generally, we do two-week sprints. But, for this sprint the team does not have enough work, so they want to shorten the sprint from two weeks to one week. Can I allow them to do that?

Grow Sprint Length

Now, let’s ponder on this question. Take a minute and think about it. What would be your answer? Why? 

To answer her original question, I said a big resounding NO! In bold capital letters!

Value of regular Heartbeats

There are many reasons for not allowing the Sprint to shrink or grow. We want the team to pick a sprint length and stick to it, no matter what. Instead of focusing on why we do not allow it to shrink or grow, let’s focus on the positives. Let’s review the reasons and value of staying on the same length. Keeping the sprint length same provides:

  • Consistency and a Rhythm for the team
  • Repeatable and Predictable Cadence
  • Consistent length provides valuable data that can be used for forecasting
  • Schedules that are known well in advance, and can be put onto calendar to help block time on key players calendar
  • Valuable data they can help team in deciding how much or how little work to take into next sprint

Don’t flush them down the toilet

There are several measurements that are linked to sprint length. Measurements such as:

  • Velocity
  • Say: do
  • Story burn-up
  • Release burn-up
  • Feature burn-up

You allow your sprint to shrink (or grow) and you are invalidating all the data, you are essentially flushing all these down the toilet!

Use it Wisely

If you have a situation where the team does not have enough work for the next sprint, it might be an indicator of the team not doing backlog grooming; or at a minimum, it is an indicator that the backlog grooming is not done properly.

In a scenario where the team has spare capacity, instead of shrinking the sprint length, the team could do other, very useful activities. They could use that extra time on:

  • Refactoring the code
  • Learning new stuff
  • Cross training within the team
  • Automation
  • Spike or research on the next priority features functionality
  • Experimentation

Sprint’s are fixed length. Scrum does not allow them to shrink or grow. Once the team agrees to a specific length, they have to, rather, they need to stick to it. Fixed length eventually will enable them to settle on a rhythm giving them even heartbeats!

mentorME

We offer mentoring and coaching to up and coming Agilists; often time doing 1:1 coaching. If you want to grow in the agile space, if you want to expand your horizon, if you want to learn the tools and tricks, sign up for mentorME.


Got more questions? Please get in touch with us here.

Nimesh’s Coaching Box

A simple tool to deliver your message effectively that creates impact, and do it with eeeease!

Want to deliver your session with ease? That is effective and impactful?

Of course, you want to be clear about the message you want to deliver; but being clear about it is just a start. Delivering your message effectively that is impactful – that’s the key. And, making it easy to digest for your audience is essential.

One of my good friend and colleagues introduced me to this concept while we were together at Paypal, coaching and mentoring the organization and teams on Agile adoption. [Thank You Monica!] Nowadays, you will see me walking around with this coaching box, almost all the time.

Nimesh's Coaching Box
Nimesh’s Coaching Box

Why this Coaching Box?
You are the change agent, but you don’t just want to talk about the change. You want to deliver your message effectively that creates an impact, and doing it with ease is the key to success. I have found that having this coaching box handy helps tremendously in achieving that. With this coaching box on my side, I can deliver my message, my presentation, my session with an ease that is effective and impactful. As a coach, as a change agent, it is your Toolbox!

What’s in it?
This coaching box essentially has the tools of the trade in it, readily available by my side at a moment’s notice. No more fumbling around for a whiteboard marker that really works!

Let’s look at what I have in the coaching box:

  • Post It notes. We can’t live without them, can we? [Check out my series of posts on how I use Post It notes]
  • Sharpie Pens
  • Whiteboard markers, that really work!

At a minimum, you should have these three items in your Coaching box. You can throw in some electronic tools in it along with these three items.

  • Remote Clicker, with spare batteries
  • Mac connector cable (to connect to Projector)
  • Old iPhone (that is not connected to any network)
  • Evernote or OneNote on your mobile device, making sure that you have the reference material and worksheets handy. Most importantly, make sure that you have the worksheets and checklists handy.
  • Other apps such as Office Lens to take pictures of your whiteboard drawings, Scannable to scan physical papers, etc. [Read my post on various apps that can help you]
  • Spare reading glasses
  • Lip balm
  • Two Cereal bar (my emergency energy source)
  • Two tea bags – like to drink hot tea (no sugar,no milk) before and during the sessions I facilitate. Helps me keep hydrated while keeping my throat clear helping in projecting my voice higher.

I add in a few cereal bars that can double as my lunch as well as a snack. Often times while you are delivering your sessions, you don’t have the time and luxury to have the proper lunch!

But, I need reasons to carry this coaching box…

I will give you three reasons why you want this box by your side.

  1. Instead of grabbing ten things, you are grabbing just one thing. This has bailed me out many times as I have been asked to present or coach at a moments notice by the executives. You know your executives in the organization 🙂
  2. It sends a very clear, strong, positive message that this guy (or gal) is always ready!
  3. You have all the supplies handy and within arms reach, supplies that you are familiar with and know they work, supplies that help you deliver your message effectively that creates impact.

With this box handy, I am ready to deliver any session at a moment’s notice. Let’s go, and make change happen!

Drive: The Surprising Truth About What Motivates Us (New York: Penguin Group, December 29, 2009 )

In this book, author Daniel Pink (@DanielPink) makes a strong case for us to upgrade to Motivation 3.0 !
It’s time to #makeTheShift from Profit-driven (Motivation 2.0) to Purpose-driven (Motivation 3.0). He also talks about different types of personalities such as Type X, Type Y, and Type I. He goes onto providing us a toolkit if we want to #transform into Type I personality, along with the list of books that can help us on that journey.

A must-read!

Animate with purpose, don’t motivate with rewards

Three Quotes from the book:

  • Warning: Goals are Toxic! Goals may cause systemic problems to organizations due to narrowed focus, unethical behavior, increased risk taking, decreased cooperation, and decreased intrinsic motivation. Use care when applying Goals in your organization.
  • Sawyer Effect: practices that can either turn play into work or work into play
  • Motivation 3.0 doesn’t reject profits, but it places equal emphasis on purpose maximization. Employees are not Resources, Employees are Partners

Three tips from the book:

  • Replace IF…Then motivation with NOW…That.. motivation
  • Management is a Technology, and we need to update it to new operating system Motivation 3.0
  • Turn company-wide meetings to FedEx days

Tools/techniques mentioned in the book:

  • FedEx days
  • Goldilock Tasks
  • Now..That rewards
  • Autonomy Audit
  • ROWE
  • Sawyer Effect
  • 20% Time
  • Flow
  • Sagmeister / Take [365-day] Sabbatical
  • Brain Bombs
  • Take a Page from Webber and a card from your pocket
  • Make it ‘no competition’ zone

[bctt tweet=”Type I personality draws on resources that are easily replenished, inflict little damage, inexpensive and clean. Are you Type I, Type X, or Type Y? http://bit.ly/2a83ZYV” username=”beyondCSM”]
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[tabby title=”Type I toolkit”]

  • Flow Test
  • Ask BIG question
  • Ask Small Questions: Small Improvements, Was I better today than yesterday?
  • Sagmeister – Take [365 day] sabbatical
  • Performance review: Set smaller goals as well as larger goals
  • Unstuck by going oblique
  • Take a Page from Webber and a card from your pocket
  • Promote Goldilocks for Groups
  • Convert Offsite to FedEx days

[tabby title=”Books for Type I”]

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In summary, Type I personality draws on resources that are easily replenished, inflict little damage, inexpensive, and clean.

Question: Are you Type I, Type X, or Type Y?
You can leave a comment by clicking here.