In 2009 I wrote a white paper entitled The Agile Scaling Model (ASM): Adapting Agile Methods for Complex Environments for IBM Rational.  Apparently it's been taken down, which I think is unfortunate as it contains some interesting ideas that your organization may be able to benefit from. 

The original white paper addresses several key issues:

1. It provides and explains a definition for disciplined agile delivery.  A more up to date discussion of DAD can be found on the Disciplined Agile Delivery site.
2. It describes criteria to determine is a team is agile.  I've explored this issue via several surveys over the years since then.  See the January 2013 How Agile Are You? results.
3. It describes the ASM, which distinguishes between core agile development techniques, disciplined agile delivery strategies, and agility at scale.  The ASM was superceded in early 2013 by the Software Development Context Framework (SDCF).  Perhaps this is why the ASM paper was taken down??
4. It overviews the eight scaling factors which a delivery team may face, scaling factors which motivate changes in the process that you will follow and the tools that you will adopt.  The SDCF provides my recent thoughts regarding scaling factors.  I have also run various IT Surveys over the years exploring how well organizations fare at scaling agile. 
5. It describes the implications of the ASM.  My blog posting Scaling Agile: Start with a Disciplined Foundation covers this very well.
6. It argues that you should strive to be as agile as you need to be, and that will be driven by the situation that you face.

 

The Agile Scaling Model (ASM) is a contextual framework for effective adoption and tailoring of agile practices to meet the unique challenges faced by a system delivery team of any size.

The ASM distinguishes between three scaling categories:

1. Core agile development. Core agile methods, such as Scrum and Agile Modeling, are self governing, have a value-driven system development lifecycle (SDLC), and address a portion of the development lifecycle. These methods, and their practices, such as daily stand up meetings and requirements envisioning, are optimized for small, co-located teams developing fairly straightforward systems.
2. Disciplined agile delivery. Disciplined agile delivery processes, which include Dynamic System Development Method (DSDM) and Open Unified Process (OpenUP), go further by covering the full software development lifecycle from project inception to transitioning the system into your production environment (or into the marketplace as the case may be). Disciplined agile delivery processes are self organizing within an appropriate governance framework and take both a risk and value driven approach to the lifecycle. Like the core agile development category, this category is also focused on small, co-located teams delivering fairly straightforward systems. To address the full delivery lifecycle you need to combine practices from several core methods, or adopt a method which has already done so.
3. Agility at Scale. This category focuses on disciplined agile delivery where one or more scaling factors are applicable. The eight scaling factors are team size, geographical distribution, regulatory compliance, organizational complexity, technical complexity, organizational distribution, domain complexity, and enterprise discipline. All of these scaling factors are ranges, and not all of them will likely be applicable to any given project, so you need to be flexible when scaling agile approaches to meet the needs of your unique situation. To address these scaling factors you will need to tailor your disciplined agile delivery practices and in some situations adopt a handful of new practices to address the additional risks that you face at scale.

The first step in scaling agile approaches is to move from partial methods to a full-fledged, disciplined agile delivery process. Mainstream agile development processes and practices, of which there are many, have certainly garnered a lot of attention in recent years. They’ve motivated the IT community to pause and consider new ways of working, and many organizations have adopted and been successful with them. However, these mainstream strategies (such as Extreme Programming (XP) or Scrum, which the ASM refers to as core agile development strategies) are never sufficient on their own; as a result organizations must combine and tailor them to address the full delivery life cycle. When doing so the smarter organizations also bring a bit more discipline to the table, even more so than what is required by core agile processes themselves, to address governance and risk.

The second step to scaling agile is to recognize your degree of complexity. A lot of the mainstream agile advice is oriented towards small, co-located teams developing relatively straightforward systems. But once your team grows, or becomes distributed, or you find yourself working on a system that isn’t so straightforward, you find that the mainstream agile advice doesn’t work quite so well – at least not without sometimes significant modification. Each of the scaling factors introduces their own risks, and when addressed effectively can actually reduce project risk, and for your project team to succeed you will want to identify the scaling factors applicable to the situation that you face and act accordingly. Unfortunately, this is a lot easier said (OK, in this case blogged about) than done.

IBM Rational advocates disciplined agile delivery as the minimum that your organization should consider if it wants to succeed with agile techniques. You may not be there yet, still in the learning stages. But our experience is that you will quickly discover how one or more of the scaling factors is applicable, and as a result need to change the way you work.


Further reading:

• The white paper The Agile Scaling Model (ASM): Adapting Agile Methods for Complex Environments goes into greater detail
• Rational's Agile Software Development Home Page (for webcasts, whitepapers, ...)

In the early days of agile, the applications where agile development was applied were smaller in scope and relatively straightforward. Today, the picture has changed significantly and organizations want to apply agile development to a broader set of projects. Agile hence needs to adapt to deal with the many business, organization, and technical complexities today’s software development organizations are facing. This is what Agility@Scale is all about – explicitly addressing the complexities which disciplined agile delivery teams face in the real world.These agile scaling factors which we've found to be important are:

1. Team size. Mainstream agile processes work very well for smaller teams of ten to fifteen people, but what if the team is much larger? What if it’s fifty people? One hundred people? One thousand people? Paper-based, face-to-face strategies start to fall apart as the team size grows.
2. Geographical distribution. What happens when the team is distributed, perhaps on floors within the same building, different locations within the same city, or even in different countries? Suddenly effective collaboration becomes more challenging and disconnects are more likely to occur.
3. Compliance requirement. What if regulatory issues – such as Sarbanes Oxley, ISO 9000, or FDA CFR 21 – are applicable? These issues bring requirements of their own that may be imposed from outside your organization in addition to the customer-driven product requirements.
4. Enterprise discipline. Most organizations want to leverage common infrastructure platforms to lower cost, reduce time to market, and to improve consistency. To accomplish this they need effective enterprise architecture, enterprise business modeling, strategic reuse, and portfolio management disciplines. These disciplines must work in concert with, and better yet enhance, your disciplined agile delivery processes.
5. Organizational complexity. Your existing organization structure and culture may reflect traditional values, increasing the complexity of adopting and scaling agile strategies within your organization. To make matters worse different subgroups within your organization may have different visions as to how they should work. Individually the strategies can be quite effective, but as a whole they simply don’t work together effectively.
6. Organization distribution. Sometimes a project team includes members from different divisions, different partner companies, or from external services firms. This lack of organizational cohesion can greatly increase the risk to your project.
7. Technical complexity. Some applications are more complex than others. It’s fairly straightforward to achieve high-levels of quality if you’re building a new system from scratch, but not so easy if you’re working with existing legacy systems and legacy data sources which are less than perfect. It’s straightforward to build a system using a single platform, not so easy if you’re building a system running on several platforms or built using several disparate technologies. Sometimes the nature of the problem that your team is trying to address is very complex in its own right.

Each factor has a range of complexities, and each team will have a different combination and therefore will need a process, team structure, and tooling environment tailored to meet their unique situation.


Further reading:

• Rational's Agile Software Development Home Page (for webcasts, whitepapers, ...)

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An inhibitor that I run into again and again within organizations that are still in the process of adopting agile development techniques is something that I call the "We're Special" anti-pattern. The people involved believe that their situation is special, that some unique factor in their environment makes it all but impossible to adopt agile techniques, and therefore they need to continue to work in the manner that they've always worked, regardless of the obvious inefficiencies of doing so.

An organization suffers from this agile adoption anti-pattern when they start giving domain-based or technology-based excuses for why they can't become more agile. For example, I've heard bank employees claim that "Agile works fine for building web sites, but we're building financial systems therefore agile won't work for us", telecom employees claim "Agile works fine for building financial systems, but we're building embedded systems therefore agile won't work for us", and government employees claim "Agile works fine for embedded systems, but we're building web sites therefore agile won't work for us." Needless to say I often struggle to not roll my eyes.

The reality is that the business domain that you're working in doesn't dictate your ability to adopt agile strategies. I've seen very successful agile projects in banks, insurance companies, manufacturing companies, retail companies, pharmacueticals (yes, life critical applications), telecoms, and government agencies. I've also met people working in those domains claim that they're special because of the inherent challenges of the domain.

Similarly, technology isn't an issue. I've seen project teams that were successful at applying agile approaches using Java, VB, COBOL, C, Linux, Windows, System Z, on PCs, and so on. Granted, some technology platforms suffer from a plethora of "agile tooling", PL/1 comes to mind and I'm sure that there's a few more niche platforms where this is the case, but with a little online searching it's often possible to find good open source tools out there (or what's stopping you from starting such a project?).

The primary issues around agile adoption are cultural in nature. Can you become more flexible in your thinking? Can you become more disciplined (agile requires greater levels of discipline than traditional approaches)? Can you build a collaborative environment with your business stakeholders? Can you move away from bureaucratic processes to ones which focus on adding real value? Can you invest in your IT staff to give them modern development skills required for test-driven development (TDD), continuous integration, and agile database techniques (to name a few)? Addressing the "people issues", the cultural issues, is the hard part of moving towards agile.

If you're looking for valid excuses for why your organization can't move to agile, here's some valid adoption inhibitors that I see in organizations all the time:

• Our project management office (PMO) has been trained and certified in traditional strategies and struggles to come to grips with agile project management techniques
• We don't have the funding to train, educate, and mentor people in agile techniques
• Middle management is threatened by agile strategies because their role clearly needs to change
• Senior technical staff, in particular our architects, don't accept the need to roll up their sleeves and be actively involved on project teams
• Our IT governance effort is not itself being governed effectively and is all but out of control, focusing on bureaucracy instead of enabling development teams to succeed
• Our data management group insists on working in a serial and documentation heavy manner
• Our QA/testing group insists on detailed requirement specifications
• Our staff is overly specialized, resulting in numerous hand-offs between analysts, developers, architects, testers, and so on

The above list is just the tip of the iceberg. The point is that the real problems that you face are cultural in nature, not domain-based nor technology-based. It is possible to overcome these inhibitors to success, but you need to understand that you're suffering from them, what the implications are, and how to overcome them. This is one of the facets of the Health Assessment portion of our new Measured Capability Improvement Framework (MCIF) service, the goal of which is to help organizations improve their internal IT processes. Although MCIF isn't specifically about becoming more agile, the reality is that there are a lot of great agile practices out there, and some of them are good options for your organization. Assuming of course you get over your misconception that you're special for some reason and instead accept the need that you've got some hard slogging ahead of you to improve your IT game.

Further reading:

• Lean Development Governance
• Cultural Impedance Mismatch
• Measured Capability Improvement Framework (MCIF)
• The Discipline of Aglie

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A common goal of IT governance is to determine the productivity of various techniques, tools, and people as part of the overall effort to improve said productivity. If you can easily measure productivity you can easily identify what is working for you in given situations, or what is not working for you, and adjust accordingly. A common question that customers ask me is how do you measure productivity on agile teams. Although you could use traditional strategies such as function point (FP) counting, or another similar strategy, this can require a lot of effort in practice. Remember that we don't only want to measure productivity, we want to do so easily. Ideally it would be nice to do so using information already being generated by the team and therefore we won't add any additional bureaucratic overhead.

A common metric captured by agile teams is their velocity. Velocity is an agile measure of how much work a team can do during a given iteration. At the beginning of an iteration a team will estimate the work that they're about to do in terms of points. At the beginning of a project the team will formulate a point system, which typically takes a few iterations to stabilize, so that they can consistently estimate the work each iteration. Although the point system is arbitrary, my team might estimate that a given work item is two points worth of effort whereas your team might think that it's seven points of effort, the important thing is that it's consistent. So if there is another work item requiring similar effort, my team should estimate that it's two points and your team seven points. With a consistent point system in place, each team can accurately estimate the amount of work that they can do in the current iteration by assuming that they can achieve the same amount of work as last iteration (an XP concept called "yesterday's weather"). So, if my team delivered 27 points of functionality last iteration we would reasonably assume that we can do the same this iteration.

So, is it possible to use velocity as a measure of productivity? The answer is not directly. For example, we have two teams, A and B, each of 5 people and each working on a web site and each having two-week long iterations. Team A reports a velocity of 17 points for their current iteration and team B a velocity of 51 points. They're both comprised of 5 people, therefore team B must be three times (51/17) as productive as team A. No! You can't compare the velocity of the two teams because they're measuring in different units. Team A is reporting in their points and B in their points, so you can't compare them directly, The traditional strategy would be to ask the teams to use the same unit of points, which might be a viable strategy with two teams although likely not if you have twenty agile teams and particularly not if you have two hundred teams. Regardless of the number of teams that you have it would minimally require some coordination to normalize the units and perhaps even some training and development and support of velocity calculation guidelines. Sounds like unnecessary bureaucracy that I would prefer to avoid. Worse yet, so-called "consistent" measurements such as FPs are anything but because there's always some sort of fudge factor involved in the process which will vary by individual estimator.

An easier solution exists. Instead of comparing velocities you instead calculate the acceleration of each team. For example, consider the reported velocities of each team below. Team A's velocity is increasing over time whereas team B's velocity is trending downwards. All things being equal, you can assume that team A's productivity is increasing whereas B's is decreasing. Of course it's not wise to manage simply by the numbers, so instead of assuming what is going on I would rather go and talk with the people on the two teams. Doing so I might find out that team A has adopted quality-oriented practices such as continuous integration and static code analysis which team B has not, indicating that I might want to help team B adopt these practices and hopefully increase their productivity.

Team A: 17 18 17 18 19 20 21 22 22 ...Team B: 51 49 50 47 48 45 44 44 41 ...

There are several advantages to using acceleration as an indicator of productivity over traditional techniques such as FP counting:1. It's easy to calculate. For example, the acceleration of team A from iteration 1 to iteration 6 is (20-17)/17 = 0.176 whereas for team B it is (45-51)/51 = -.118. Of course, you don't need to calculate the acceleration over such a long period of time, you could do it iteration by iteration, although I find that doing it over several iterations gives a more accurate value. You'll need to experiment to determine what works for you.2. It is inexpensive. Acceleration is based on information already being collected by the team, their velocity, so there is no extra work to be done by the team. 3. It is unlikely to be gamed. Teams aren't motivated to fake their velocity because it provides them with important information required to manage themselves effectively. 4. It is easy to automate. For example, Rational Team Concert (RTC) calculates velocity automatically from its work item list (an extension of Scrum's product backlog) and does trend reporting via it's web-based project reporting functionality, providing a visual representation of the team's acceleration (or deceleration as the case may be).5. It offers the opportunity for more effective governance. This approach reflects three of the practices of Lean Development Governance: Simple and Relevant Metrics, Continuous Project Monitoring, and Integrated Lifecycle Environment.6. You can easily adjust for changing team size. If the size of a team varies over time, and it will, this metric falls apart the way that I've described it. To address this issue you need to normalize it by dividing by the number of people on the team to get the average acceleration per team member.7. You can easily monetize this metric. By knowing the acceleration of the project team and knowing how much they're spending each iteration, you can estimate the amount of money you're saving through process improvement. For example, if you're spending $100,000 per iteration and your acceleration is 2%, your cost savings is $2,000 per iteration.

Of course, nothing is perfect, and there are a few potential disadvantages:1. It is an indirect measure of productivity. Truth be told velocity really is a productivity measure, it's just that because it's measured in different units it's difficult to compare between teams. Acceleration is merely an indicator of the change in productivity.2. You actually need to measure what you're interested in. When you step back and think about it, you're not really interested in measuring your productivity, regardless of what the metrics wonks have been telling you the past few decades. In this case what you really want to know is your change in productivity because your real goal is to improve your productivity over time, which is what acceleration actually measures.3. Management must be flexible. For this to be acceptable senior management must be willing to think outside the "traditional metrics box". Using a non-standard, simple metric to calculate productivity? Preposterous! Directly measuring what you're truly interested in instead of calculating trends over long periods of time? Doubly preposterous!4. Your existing measurement program may be questioned. Once management learns how easy it can be to obtain metrics which enables them to truly govern software development projects they may begin to question the investment that they've made in the past in overly complex and expensive metrics schemes. This can be dangerous for the metrics professionals in your organization, particularly if your metrics group doesn't have valid measurements around the value of their own work. Ummmmm....5. The terminology sounds scientific. Terms such as velocity and acceleration can motivate some of us to start believing that we understand the "laws of IT physics", something which I doubt very highly that as an industry we understand. All it would take is for someone to start throwing around terms like "standard theory" and "unified model" and we'd really be in trouble. Wait a minute..... ;-)

In summary, measuring the acceleration of development teams is an easy to collect, straightforward measure of team productivity. I hope that I've given you some food for thought, and would be eager to hear about your experiences applying this metric in practice.

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The popular Agile literature can often seam naive when it comes to how Agilists work with project stakeholders:- Extreme Programming (XP) has a practice called On-Site Customer where one or more people work closely with your team to provide information and to make decisions in a timely manner.- Scrum has the role of Product Owner who is the one single person that the development team goes to for decisions about requirements. - Agile Modeling (AM) has the practice of Active Stakeholder Participation which extends On-Site Customer to get the stakeholder(s) actively involved with the modeling effort through the use of inclusive tools and techniques.

These are great strategies for small, co-located teams doing straightforward development, but they quickly fall apart at scale. This occurs for several reasons:1. Stakeholders are a diverse group. Your stakeholders include end users, business management, project funders, enterprise architects, operations staff, support staff, other system development teams, and many others. Different people have different, and often contradictory, requirements and they certainly have different priorities. It's questionable whether a single person, or a handful of persons, can adequately represent this diverse group.2. One person becomes a bottleneck. Even with a small co-located team this is a problem, let alone one that is geographically distributed or one that is very large. There's no way that a single person can be available 24/7 in a responsive manner to support distributed teams.3. It's a difficult role. The Product Owner/Customer (POC) is responsible for representing the business to the development team. They're making important decisions on a regular basis, decisions which they'll be held accountable for.4. One person becomes a serious project risk. Not only is it questionable whether a single person can fairly represent all stakeholders, even if they could what happens if you lose that person? They effectively become a single point of failure for your team.

To scale this role, consider the following strategies:1. Recognize the true scope of the POC role. Not only are they stakeholder proxies they also are a development team representative to the stakeholder community as a whole. As stakeholder proxies they'll make decisions and prioritize the work, they'll run requirements elicitation sessions, they'll negotiate priorities, and they'll put the development team in contact with stakeholders who have expertise in specific aspects of the domain. As team representatives they'll often demo the current version of the system to other stakeholders, communicate the status of the project to people, and respond to various requests for information from the stakeholders.2. Have multiple people in it. A single POC works well for small, co-located teams developing simple software. At scale you'll soon discover that you need multiple people in this role so that they don't become a bottleneck. For distributed teams it's common to see each subteam have one or more POCs who are managed by a primary/chief POC. The primary POC typically works on the coordinating team with the chief architect (I'll talk about this role in a future blog posting) and the program manager (also a topic for a future blog posting).3. Train them in business analysis skills. The person(s) in the POC role need good business analysis skills. If fact, it's common for people who were formerly BAs for traditional teams to step into the POC role, particularly with BAs who originally come from the business side of your organization. This strategy has its advantages and disadvantages. As a BA they've likely got solid business knowledge but their instincts may motivate them to take a documentation-driven approach to providing information to the development team instead of a collaboration-based approach. Be careful.4. Consider the full system development lifecycle. There's far more to the POC role than supporting the development team during Construction iterations. During "Iteration 0", the Inception phase for an Agile RUP project or the warm-up phase for an Eclipse Way project, the POC(s) will often lead the initial requirements envisioning efforts. The product backlog, or better yet your work item list, needs to come from somewhere after all. During the release iteration(s), the Transition phase for RUP or the End-Game phase for Eclipse Way, the POC(s) will focus on communicating the upcoming release to the stakeholder community, will be actively involved with any final user acceptance testing (UAT), and may even be involved with training end users.

In my January 2008 column in Dr Dobb's Journal, posted at http://www.ddj.com/architect/204801134 , I provide detailed advice about how to scale the way that you work with stakeholders on Agile projects by applying the practices of Agile Model Driven Development (AMDD). There's no magic solution, you just need to choose to organize yourself effectively. The good news is that you can easily work with stakeholders at scale.[Read More]

The following diagram summarizes a safe and proven strategy for scaling agile delivery strategies at the team level.  There are three features of this strategy:

1. Basic agile and lean methods.   At the base are methods such as Scrum, Extreme Programming (XP), Agile Modeling, Kanban, Agile Data, and many others.  These methods are the source of practices, principles, and strategies that are the bricks from which a team will build its process. 
2. Disciplined Agile Delivery (DAD).  Building on mainstream methods is the DAD process decision framework, providing an end-to-end approach for agile software delivery.  DAD provides the process mortar required to combine the process bricks, effectively doing the “heavy lifting” to describe how all of these great agile strategies fit together.
3. Agility at scale.  Teams operating at scale apply DAD in a context driven manner to address the scaling factors that they face.  These teams may be large, they may be geographically distributed in some way, they may face compliance constraints, they may be addressing a complex domain or technical environment, or they may be organizationally distributed in some manner.  And usually combinations thereof.  Without the solid foundation provided by DAD, agility at scale is incredibly difficult to achieve.

To scale agile successfully you must be able to tailor your approach to reflect the context that you face.  To do this you must understand what your process and organizational structure options are and what tradeoffs each of those options has.  Unless you’re a process expert, this can be challenging.  This is where DAD’s process goal strategy comes in.  Instead of prescribing a single way to do things, as we see in methods such as Scrum and SAFe, DAD instead captures your options in terms of process goals and guides you through making the decisions that best address the situation that you find yourself in.  An example of a process goal diagram, in this case for the Inception phase goal Explore Initial Scope, is shown below. 

The critical thing is that with a goal-driven approach it becomes much easier to understand how to scale agile.  Depending on the context of the situation that a team finds itself in you will address each goal differently.  The strategy for a small, co-located team facing a fairly straightforward situation in a non-regulatory environment works well for that team, the same strategy prescribed to a team in a different situation would put that team at risk of failure.  Instead of prescribing a single way of working that is optimized for a specific situation we need to instead allow, and better yet enable, teams to adopt strategies that reflect the context of the situation that they face.  

We’ve found that four of the twenty-two process goals seem to take about 80% of the tailoring impact.  These goals are:

1. Explore Initial Scope. This is sometimes referred to as initially populating the backlog in the Scrum community, but there is far more to it than just doing that.  This is an important goal for several reasons.  First, your team needs to have at least a high level understanding of what they’re trying to achieve, they just don’t start coding.  Second, in the vast majority of organizations IT delivery teams are asked fundamental questions such as what are you trying to achieve, how long will it take, and how much will it cost.  Having an understanding of the scope of your effort is important input into answering those sorts of questions.
2. Identify Initial Technical Strategy. This is sometimes referred to as initial architecture envisioning or simply initial architecture modeling. You want to address this process goal for several reasons . First, the team should think through, at least at a high level, their architecture so as to identify a viable strategy for moving forward into Construction.  A little bit of up-front thinking can increase your effectiveness as a team by getting you going in a good direction early in the lifecycle.  It can also help to avoid injection of unnecessary technical debt as a result.  Second, the team should strive to identify the existing organizational assets, such as web services, frameworks, or legacy data sources that they can potentially leverage while producing the new solution desired by their stakeholders.  By doing this you increase the chance of reuse, thereby avoiding adding technical debt into your organizational ecosystem, and more importantly you reduce the time and cost of delivering a new solution as the result of reuse.  You will do this by working with your organization’s enterprise architects, if you have any.  This is an aspect of DAD’s philosophy of working in an enterprise aware manner.
3. Move Closer to a Deployable Release.  This Construction phase process goal is important for three reasons. First, it encompasses the packaging aspects of solution development (other important development aspects are addressed by its sister goal Produce a Potentially Consumable Solution).  This includes artifact/asset management options such as version control and configuration management as well as your team’s deployment strategy.  Second, it provides deployment planning options, from not planning at all (yikes!) to planning late in the lifecycle to the more DevOps-friendly strategies of continuous planning and active stakeholder participation. Third, this goal covers critical validation and verification (V&V) strategies, many of which push testing and quality assurance “left in the lifecycle” so that they’re performed earlier and thereby reducing the average cost of fixing any defects.
4. Coordinate Activities. Although it is nice to believe that all of the coordination required by an agile team can be handled with a 15 minute stand up meeting every day the truth is far from that.  This process goal addresses strategies for coordinating the work within a team, coordinating with other development teams (if needed), coordinating with IT groups such as your Enterprise Architects or data management group, and coordinating between subteams a programme or portfolio.

For a more detailed discussion of how these four process goals are the key to scaling your agile software delivery process, please refer to the whitepaper Scaling Agile Software Development: Disciplined Agile Delivery at Scale.   

 

On Twitter one of the people that I follow recently tweeted in jest "I am waste".  He had been tweeting about the problem that people will often pay consultants for their advice yet will not follow that advice once it's been provided (yet will often still keep paying for more advice).  Perhaps in this situation his efforts were a waste, or perhaps the real issue was that the customer had a long learning process and hadn't yet come to the point where they were willing to act on the advice, we may never know.  But I have to think that there are other situations where this person isn't a waste, regardless of his claims.

This got me thinking that something is a waste in one context yet in another context may be quite valuable.  Or, as the old saying goes, one man's trash is another man's treasure.

For example, consider the following simple value stream: 

[Activity A: 10 min] [Wait time: 20 min] [Activity B: 10 min]

Without considering the context, the wait time of 20 min represents 50% waste in the overall process that we should try to eliminate.

What if that wait time provides people with a much needed rest?  With time to contemplate?  With time to destress?  Eliminating that wait time, or even reducing it, could result a degradation of performance.  In this case, one person's waste (the wait time) is another person's treasure (rest time).  The implication is that we need to work closely with the people intimately involved in a process if we're to help them to improve it.

Context counts.

On April 25, 2013 I gave a webcast for the Global Rational User Community entitled Disciplined Agile Delivery: Going beyond Scrum .  During the webcast a large number of questions were asked but unfortunately I couldn’t get to all of them.  So I’ve taken the opportunity to write up the answers in this blog posting.

1. Fequently asked questions. Many of the questions are addressed in the DAD FAQ.
2. DAD elevator pitch - I will be starting work in a couple of weeks for a company that has just started its Agile journey this year by implementing Scrum. What would Scott put in an elevator chat as to why they should be moving towards DAD.  The Disciplined Agile Delivery (DAD) decision process framework is a people-first, learning-oriented hybrid agile approach to IT solution delivery. It has a risk-value delivery lifecycle, is goal-driven, is enterprise aware, and is scalable.  There are clearly some interesting aspects to the DAD framework. DAD is a hybrid approach which extends Scrum with proven strategies from Agile Modeling (AM), Extreme Programming (XP), Unified Process (UP), Kanban, Lean Software Development, Outside In Development (OID) and several other methods. DAD is a non-proprietary, freely available framework. DAD extends the construction-focused lifecycle of Scrum to address the full, end-to-end delivery lifecycle from project initiation all the way to delivering the solution to its end users. It also supports lean and continuous delivery versions of the lifecycle: unlike other agile methods, DAD doesn’t prescribe a single lifecycle because it recognizes that one process size does not fit all. DAD includes advice about the technical practices such as those from Extreme Programming (XP) as well as the modeling, documentation, and governance strategies missing from both Scrum and XP. But, instead of the prescriptive approach seen in other agile methods, including Scrum, the DAD framework takes a goals-driven approach. In doing so DAD provides contextual advice regarding viable alternatives and their trade-offs, enabling you to tailor DAD to effectively address the situation in which you find yourself. By describing what works, what doesn’t work, and more importantly why, DAD helps you to increase your chance of adopting strategies that will work for you.  The article Introduction to Disciplined Agile Delivery provides a more detailed description.
3. The book: Could you please repeat the name of the book that Scott is talking about?  The book is Disciplined Agile Delivery: A Practitioner’s Guide to Agile Software Delivery in the Enterprise published by IBM Press, June 2012.  The Disciplined Agile Delivery (DAD) website  and the Disciplined Agile Consortium website are also good DAD resources.
4. The Surveys: Where is the data published about geographic distribution and effectiveness?  All of my survey data, the original questions as asked, and my analysis can be downloaded free of charge from my IT Surveys page.  If you ever see a request from me to fill out a survey, please take a few minutes and do so.  I think you'll agree that my surveys page is in fact a very useful resource, so please contribute when you can.
5. Project success criteria: Where would a goal of defining success criteria fall?  In the DAD book we describe how the success criteria for the project should be initially identified during Inception. Success criteria, like other things, could evolve throughout the project.  You might find the IT Process Success Surveys to be of interest as several of them explored what success criteria projects actually have.  Interestingly, its rarely “on time, on budget, to specification”.
6. Transitioning to DAD: How would you typically phase a DAD implementation, let's say in a project pilot where they haven't been exposed yet to Agile?  Same question, any variance if the development team has already started Scrum?  This is a fairly complex question to answer.  The short story is that you need to invest some time to understand what your strengths and weaknesses are so that you can identify what you need to focus on.  You will then likely need to pilot strategies/techniques which are new to your organization before rolling them out widely.  You may also need to invest in training and coaching/mentoring depending on your needs.  My company, Scott Ambler + Associates, offers these sorts of services and more for organizations interesting in adopting disciplined agile strategies. 
7. Skills: I am aware that ideally developer should also be able to test but in reality theses are usually separate roles. Is it in line with your beliefs\suggestions?  Many organizations that are new to agile still have roles that reflect their existing strategy.  Non-agile approaches often have people in specific roles such as programmer, tester, designer, and so on. In DAD we promote a different set of agile roles that reflect agile thinking.  The implication is that you’re going to have to help individuals transition over to the new way of thinking, something we cover in Chapter 4 of the DAD book.  You might also find Mark Lines' blog, No role in DAD for an Analyst?  to provide some insights into issues surrounding the transition from traditional to agile roles.
8. Teaming: What happens with the Product Owner and the Architecture Owner don’t Agree?  See my blog What Happens When People Don’t Agree 
9. Skillsets: Different people of the team have different skills, experience, and time horizons.  We can't all be generalists, can we?  There are several agile roles in DAD, each of which have different rights, responsibilities, and skillsets.  So we’re not promoting the idea that everyone have the same skillset.  However, we do promote the philosophy that people should strive to be T-skilled generalizing specialists so as to improve their productivity.
10. Teaming: What are your thoughts on team cohesion?  Teams will gel over time.  Being co-located helps.  Having people who are dedicated 100% to the team helps.  Building a team of people who want to be there helps.  Self organization helps. 
11. Tool support: Is there an RMC plug-in for DAD + Is there any software behind DAD... or some software that supports it... such as Jazz (RTC) for Agile/Scrum?  Yes, IBM Rational does in fact have an RMC plug in for DAD.  There is also a template for Microsoft TFS from RDA Corp, Software Development Expert’s Practices Advisor supports DAD comprehensively, and I’m currently working with MethodPark to do so too.    Stay tuned to the Disciplined Agile Delivery website for information about tool support.
12. Governance: Regarding enterprise governance and enterprise IT, how do you start taking a culture that imposes common-process, common-tools, central (often outsourced) IT services, and heavyweight stage/gate across all organizations, and get that evolving toward a (still enterprise aware) lean/agile approach?  This is a hard one.  I’m often called into organizations to help with this very issue.  The challenge is that you need to have a deep understanding of IT governance techniques as well as how to govern agile teams.  Governance is something we discussed in detail in the DAD book as well as on the DAD site, see Adopting Agile Governance Requires Discipline. 
13. Executable specifications: TDD was mentioned, can you comment on Behavior Driven Development (BDD) and any impact on this lifecycle?  BDD is a slight nuance to acceptance test-driven development (ATDD).  BDD/ATDD and TDD are both potential practices that you might choose to follow on a DAD team.  I’ve written a fair bit about agile testing and quality strategies and about TDD in detail.
14. Architecture: When does the first version of architecture gets established and what would require to establish it? You typically start thinking about architecture early in a DAD project during Inception following a practice called architecture envisioning.  I’ve also written a fair bit about agile architecture techniques and the potential misconceptions about agile architecture that you may find interesting.
15. Travel plans: Will you be coming to South Africa at some point?  The good news is that Mark Lines, my co-author, will be in South Africa the week of May 20 in Joburg and the following week in Capetown.  Contact us for details.  I hope to be visiting SA later this year but exact dates haven’t been set yet.  So, please stay tuned on Twitter at @scottwambler for further announcements. 
16. Other travel plans: If you'd like me to speak at a local event, including corporate conferences or training events, please contact me. 

 

 

 

 

The Disciplined Agile Consortium recently launched a certification programme for practitioners of Disciplined Agile Delivery (DAD).   There are three practitioner certifications:

1. Disciplined Agile Yellow Belt. This beginner certification indicates to colleagues and employers that you are eager to learn Disciplined Agile Delivery (DAD) strategies that enable you to increase your skills and abilities as a software professional.
2. Disciplined Agile Green Belt. This intermediate certification indicates that you are experienced at DAD and are on your way to becoming a generalizing specialist. You have the potential to be a “junior coach” under the guidance of a senior coach (someone who is likely a Disciplined Agile Black Belt).
3. Disciplined Agile Black Belt. This expert certification indicates that you are a trusted expert with significant proficiency at DAD. You can coach other people in disciplined agile strategies and advise organizations in the adoption and tailoring of the DAD framework.

Differentiate yourself in the marketplace. Certification in Disciplined Agile Delivery (DAD) means something to clients and employers because it needs to be earned. Certification in DAD tells the marketplace you understand how to deliver an agile solution from end-to-end with experience in enterprise-class development.

On Nov 16 2011,  Kim Werner, Agile Coach from ATSC and Liz Parnell, Solution Design Manager from Blue Cross Blue Shield of North Carolina (BCBSNC), gave a webcast sharing their experiences regarding how BCBSNC adopted a few Agile techniques, with the help of some good coaching, and adopted some IBM Rational Jazz tools (Rational Team Concert and Rational Requirements Composer) to reduce time to market and lower development costs. BCBCNC works in the highly-regulated healthcare industry, so faced a few interesting constraints when adopting agile.