Positive Incline Mike Burrows (@asplake) moving on up, positively

July 29, 2015

Three talks and a brand new class

Filed under: Kanban,leadership,Values — Tags: , , , , , — Mike @ 4:11 pm

Earlier this month I spent a very productive week in Singapore. Our client (a significant player in Asia’s financial sector) added two extended lunchtime speaking opportunities to my agenda, each 2 hours long with time for food and networking. The first was on the Monday, a great opportunity to get introduced to people for the first time. The second was on my last day, a nice way to sign off and a chance to present to some more senior managers from both technology and business.

Adding a mid-week meetup (a evening event that included pizza, a talk, and a couple of rounds of Featureban), that’s a lot of speaking for one business trip!

If you’re thinking of bringing me into your business, this is a really good pattern to follow. There is double benefit: it maximises exposure internally, and it gives you a chance to do something good for your local Lean/Kanban/Agile community also.

At very short notice I am very happy to do any/all of:

  1. A Scrumban case study (this was my introduction)
  2. Agile leadership with Kanban (my Singapore signoff)
  3. Are we there yet? (my current keynote)

If there’s anything in my back catalogue that you think might be more relevant to your current situation, let me dust it down and bring it up to date.

Further to that last talk, I really should mention:

With thanks to my client and to Valtech for creating the opportunity!

June 5, 2015

Kanban from the Inside: 17. Smaller Models

Filed under: Books,Kanban,leadership,Values — Tags: , , , , — Mike @ 8:02 am

The purpose of chapter 17 is to cover a number of models that help explain things we’ve seen already in parts I and II or might need for Part III (Implementation). I’ve thrown in a few bonus items also! All together:

  • Little’s law, a beautifully simple formula with a nice visual interpretation (and an excuse to revisit cumulative flow diagrams)
  • The Satir change model, the late Virginia Satir’s powerful description of the change process
  • Two coaching models, the very useful thinking tool GROW, and Toyota’s A3 (first mentioned in Chapter 14)
  • Jeff Anderson’s Lean Change Canvas via a digression into the Pyramid Principle
  • Various models of facilitation, including games
  • Two models of leadership and collaboration, T-shaped leadership and triads

This week’s excerpt introduces the last of those.

Models of Collaborative Leadership: Triads and T-Shapes

The Triad is a very simple model of collaboration and collaborative leadership that has been practiced deliberately in a surprising variety of places. Thanks to Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization, the book by Dave Logan, John King, and Halee Fischer-Wright, we understand its applicability to corporate and community life. Triads appear in some churches in the form of prayer triplets (my wife, Sharon, has been a member of several of these); the model was even practiced by the KGB!

A triad connects three people, united by some common purpose. Sometimes it is the result of one person introducing two previously unconnected people; sometimes they are formed to perform some specific task. Effective triads obey two rules:

  1. Each member takes some responsibility for the relationship between the other two members, providing strength.
  2. Growth comes not by turning triads into quads, but by forming additional triads involving one or two members of existing triads, thereby creating networks.

I’m the kind of person who approaches a “networking event” with dread, and the triad model is just about the only form of networking that works for me. I have learned to make a point of introducing people whom I know to share some common interest. That’s rewarding in itself, but often I reap double or triple the benefit in the form of fruitful collaboration and new introductions.

Triads express collaborative leadership when they are used deliberately to share knowledge, to create opportunities, and to form bridges between different parts of the organization. I have encouraged graduate recruits to form long-lasting triads and to help one another to grow their networks from them, and I have used them short-term to solve specific problems.

Morten Hansen describes T-shaped management, which is somewhat analogous to the T-shaped people I alluded to in this book’s preface. His T-shaped managers encourage collaboration in two quite distinct ways:

  1. Much in the manner described in Chapter 3, close collaboration inside their part of the organization
  2. Addressing the downsides of collaboration described at the close of Chapter 3, “disciplined” collaboration across the wider organization

The key to Hansen’s model is that this second kind of collaboration is required to be purposeful and effective; it is not about networking for its own sake, and it is expected to deliver results in healthy proportion to the effort expended. Ill-disciplined collaboration may be worse than no collaboration at all.

Both models are entirely compatible with Kanban’s at every level kind of leadership. Triads don’t need to respect organizational boundaries at all, and those T shapes can emanate from anywhere. We can all do it.

Next up: 18 Understand sources of dissatisfaction. Previously: 16. The Kanban method. Start from the beginning: 1. Transparency.

My book Kanban from the Inside was published in September 2014 by Blue Hole Press, publishers of David Anderson’s Kanban book, aka the “blue book”. Complete with an awesome foreword by Luke Hohmann, it is available in paperback and now on Kindle on amazon.com, amazon.co.uk, amazon.de and amazon.fr and (no doubt) other amazons also. A PDF e-book is also available via the djaa.com store.

May 16, 2015

Coming soon: Agendashift

[Update: Now cross-posted to Agendashift’s new blog. View on blog.agendashift.com]

Imagine a change process based on choice and collaboration:

  • You (an individual or team) take an assessment of your choosing, invite a coach to facilitate one with you, or opt to participate in a survey
  • You explore online an analysis of your own inputs and the aggregated inputs of your colleagues, identifying strengths, weaknesses, leading and lagging areas
  • You identify the prompts or categories that best describe your collective agenda for change
  • You track actions through to completion until it’s clear that they have taken hold and are delivering the benefits expected

No emailing of spreadsheet-based questionnaires. No being left wondering what’s happening to your inputs. No imposition of priorities from on high. No failure of ownership and follow-through. These are my “itches to scratch”. Whether you’re a consultant, a client, or managing without external support, Agendashift can help you too.

Right there are Agendashift’s four A’s: Assessment, Analysis, Agenda and Action. Of course it doesn’t have to be as linear as that: given time, Action should dominate, kept on track with periodic recalibrations from the other three.

You’ll see a free version launched in the next few weeks that anyone can try without obligation. A little after that, paid accounts will bring the ability to design new assessment templates and to manage client/team workspaces.

Agendashift will launch with a “Values-based delivery” template adapted for public consumption from my book with the help of some much-appreciated collaboration. If you have ideas for other templates (your own practice’s tools perhaps, or more specifically Agile or Lean than mine), do get in touch.

Meanwhile, leave a comment, follow @agendashift on Twitter or sign up at agendashift.com to be sure of receiving launch news.

April 22, 2015

Are we there yet?

Filed under: Kanban,Values — Tags: , , , , — Mike @ 9:03 pm

As seems to be the tradition, I was the opening speaker at Monday’s London Lean Kanban Day 2015, organised by Jose Casal and hosted by the BCS in London. My talk gathers together a few strands that appear on positiveincline.com from time to time:

Chapter 23 describes a process I’m now calling “Agendashift”. The deck (below) is I think its first public outing:

Are we there yet? from Mike Burrows

April 17, 2015

Kanban from the Inside: 10. Patterns and Agendas

Filed under: Books,Kanban,Values — Tags: , , , — Mike @ 3:07 pm

The tenth in a roughly weekly series of short excerpts from my book, Kanban from the Inside. Chapter 10 wraps up Part I, Kanban through its values.

Does Kanban in some neutral way just create the conditions for change, or does it come with its own biases? Do the method, its practitioners, and their host organizations need direction—in the form, perhaps, of an external true north (Chapter 14, Lean)—or will they steer themselves? As a community, we’ve considered these questions several times.

By now you’ve seen enough of Kanban that you won’t be surprised to find that the answers turn out to be rather inclusive:

  • Yes, Kanban creates the conditions for change—in fact, developing the organization’s capability for change is one of its main objectives.
  • Yes, whether expressed as a “true north” or an evolutionary “fitness function,” it’s important to have measures of success.
  • Yes, not only does Kanban have some built-in biases, it’s helpful to make them explicit.

There is one “no” implied by that list of yeses: No, Kanban is not neutral. Today this seems obvious: How could something so intertwined with values—where, for the most part, “more is better”—ever be described as neutral?

Next up: 11. Systems Thinking, Complexity, and the Learning Organization. Previously: 9. Respect. Start from the beginning: 1. Transparency.

April 10, 2015

Kanban from the Inside: 9. Respect

Filed under: Books,Kanban,Values — Tags: , , , — Mike @ 8:41 am

The ninth in a roughly weekly series of short excerpts from my book, Kanban from the Inside. We’ve reached the penultimate chapter of Part I (Kanban through its values) and the last of the nine values.

Our ninth and final value is the third of our three leadership disciplines. What if all change could be conducted with understanding, agreement, and respect?

Respect underpins Kanban’s third Foundational Principle:

FP3: Initially, respect current processes, roles, responsibilities, and job titles.

It is sometimes suggested that this is redundant. Why would the humane, start with what you do now method need to state this principle explicitly?

I can think of at least three important reasons for its inclusion:

  1. It contains a pragmatic piece of change management advice: Don’t start your initiative by looking at roles.
  2. It points to an underlying philosophy: Find ways around obstacles to change.
  3. No other principle or practice expresses “respect for people” quite so directly.

Don’t Start with Roles

Changing the emphasis a little, let’s summarize some earlier advice:

  • Start with what you do, looking at how what you do meets (and fails to meet) the needs of people inside and outside the system.
  • Organize work; let people self-organize around it, allowing the system to change as a result.

A premature focus on roles would fatally undermine this process. If they need to be defined formally at all, roles can be aligned to process once it has been established—in context—that the process is sufficiently fit for purpose. Meanwhile, we’ll be making it very much easier for people to find that alignment for themselves. Why force the issue?

The Humane, Start with What You Do Now Method

Depicting Kanban as “the humane, start with what you do now method” highlights what I believe are two of the Kanban Method’s most differentiating features. They’re more differentiating than even the sticky notes and WIP limits, and that’s saying something!

Kanban is humane, not just because it has noble ideals, not just because it leads to better conditions for people, but because it is designed to be implemented in a way that is consistently respectful. Noble aims don’t justify unsafe organizational transformations. The goal of better conditions in the longer run doesn’t excuse riding roughshod over people in the interim. To my knowledge, few methods can claim Kanban’s internal integrity in its approach to implementation.

Also, there is something uniquely respectful in start with what you do now. It respects the journeys of all the people—past and present—who have brought the organization to where it is now. For all the good and the bad, it respects context, it celebrates survival, and it makes it easier to assume—however naively optimistic an assumption this might be—that people mostly did their best. I like that.

Next up: 10. Patterns and Agendas. Previously: 8. Agreement. Start from the beginning: 1. Transparency.

April 2, 2015

Kanban from the Inside: 8. Agreement

Filed under: Books,Kanban,Values — Tags: , , , — Mike @ 8:51 am

The eighth in a roughly weekly series of short excerpts from my book, Kanban from the Inside.

The Kanban method’s second Foundational Principle is very direct:

FP2: Agree to pursue evolutionary change.

In just a few more words: Agree that change is necessary; agree to pursue it with an evolutionary strategy.

The word pursue is very well chosen. So much stronger than adopt, it evokes the energy and tenacity to counter any complacency, and it reminds us that it’s an ongoing process. Pursuit combines challenge and commitment.

I’d like to remind you that the agreement principle (FP2) starts with the word agree. Don’t take for granted the people involved, nor those likely to be impacted by it.

By way of analogy, I’m reminded of a bumper sticker [1] that would be quite familiar to anyone who lived in the UK during the late ’70s and for many years afterward:

A dog is for life, not just for Christmas

Agreement is not just for the kickoff meeting! Most of the changes that will be catalyzed by Kanban will stick only through agreement, so start as you mean to go on. Part III will help you with this; it describes a highly repeatable approach designed to generate agreement in practice, not just the slippery agreement in principle that falls away as soon as there is work to be done.

[1] Clarissa Baldwin. 1978. The Dogs Trust. http://www.dogstrust.org.uk/az/a/adogisforlife/

Next up: 8. Respect. Previously: 7. Understanding. Start from the beginning: 1. Transparency.

March 30, 2015

Kanban from the Inside: 7. Understanding

Filed under: Books,Kanban,Values — Tags: , , , — Mike @ 8:25 am

The seventh in a roughly weekly series of short excerpts from my book, Kanban from the Inside.

A Pattern for Purposeful Change

Let’s make the understanding principle more concrete:

FP1 (expanded): Start with what you do now, understanding

  • The purpose of the system
  • How it serves the customer
  • How it works for those inside the system
  • How it leaves customers dissatisfied and workers frustrated
  • How it can be changed safely

This contains practice as well as principle—it’s actually a highly distilled summary of , the implementation approach described in Part III. It works both for Kanban’s initial introduction and for subsequent changes.

Understanding the purpose of the system takes us from what we do now to why we serve our customers in the way we do. For my former team in Budapest, it took us from “We build and support energy risk-management systems” to “We build and support the systems that enable our company to help our customers manage their energy risks.” For a team that would struggle to get past “We are software developers” (and we definitely weren’t one of those), understanding purpose could be a big step.

We take the dissatisfactions and frustrations as indications either that there are obstacles preventing the system’s purpose from being fulfilled, or that we don’t yet understand that purpose well enough. Acknowledging them, their possible root causes, and their effects is a key first step toward making impactful change.

Next up: 8. Agreement. Previously: 6. Leadership. Start from the beginning: 1. Transparency.

March 20, 2015

Kanban from the Inside: 6. Leadership

Filed under: Books,Kanban,Values — Tags: , , , — Mike @ 12:24 pm

The sixth in a roughly weekly series of excerpts from my book, Kanban from the Inside. Chapter 6 on leadership is pivotal – it brings together the preceding five values and the three still to come.

What if [Kanban’s at every level] kind of leadership doesn’t come naturally to your organization?

Fortunately, Kanban doesn’t leave you to solve this problem on your own. When change is stimulated, it creates leadership opportunities both large and small. The more widespread, repeatable, and visible this process is, the more positive its impact on your organization’s culture will be.

Opportunity Everywhere

Let’s test that. Where can we find these leadership opportunities?

  • Transparency: In knowledge work, things don’t make themselves visible or explicit by themselves; leaders choose to make them so. This is as true in the small details—the wording of a policy, for example—as it is in the bigger things, such as institutional feedback loops.
  • Balance: Where are we overloaded, and why? Are our pain points obvious, or does the volume of work hide them? Is the mix of work right? There is leadership opportunity in asking these questions as well as in the decisions that may follow.
  • Collaboration: Making an introduction, reaching out, sharing a problem, noticing how people interact—all of these can be acts of leadership.
  • Customer focus: It takes leadership to acknowledge that the process may be ineffective at discovering and meeting real customer needs.
  • Flow: Are you seeing it? What is stuck today? Where do blockages repeatedly occur? Why is that? These are everyday questions of leadership.
  • Leadership: Encouraging leadership in others can demand real leadership on the part of the encourager. Kanban’s kind of leadership not only spreads, it reinforces itself.

What conditions are needed if that kind of leadership is to thrive? The next three chapters cover the remaining three values, namely the leadership disciplines of understanding, agreement, and respect. These get to the heart of the Kanban Method’s approach to change.

Next up: 7. Understanding. Previously: 5. Flow. Start from the beginning: 1. Transparency.

March 13, 2015

Kanban from the Inside: 5. Flow

Filed under: Books,Kanban,Values — Tags: , , , — Mike @ 10:36 am

This post is the fifth in a roughly weekly series of excerpts from my book, Kanban from the Inside. Chapter 5 is on flow. Like the preceding chapter, it is inspired by the third of the Kanban Method’s core practices, Manage flow.

CP3 (expanded): Manage flow, seeking smoothness, timeliness, and good economic outcomes, anticipating customer needs.

Organizations often get deeper into trouble because people think that the answer is to keep trying harder. They think that better project management will fix a problem of capacity management (scapegoating project managers, meanwhile), that stronger functional management will improve end-to-end performance (when it can easily make it worse), or that people should just try to do better (when the system is fundamentally unreliable).

Kanban’s unusual solution to this problem isn’t to address head-on the roles of project management and functional management; certainly it does not set out to replace them immediately with other things. Instead, it gives managers (and others, too, of course) the tools to see work and how it flows in new ways, together with controls on WIP that impact dramatically on problems of delay and unpredictability. Allowed the right scope, the improvements and the necessary new thinking grow hand-in-hand. If roles then need to change, fine!

It would be a mistake to think that managing flow is only a matter of removing impediments as they arise. Typically in knowledge work, we see work items vary widely in both content and value, and we see the overall workload varying greatly over time. This means that there will always be a place for managing work proactively:

  • Unusual risks and dependencies must be identified early and managed effectively.
  • Looking toward the medium term, anticipated workload must be met with adequate capacity.
  • Longer term, entirely new capabilities might be needed.

Being committed to self-organization doesn’t mean that you must always shy away from managing the most important work items more carefully. Not all work items are alike, and some are considerably more deserving of management attention than others. Dates—meaningful dates, at least—should be met. And when it’s justified by the business opportunity, it’s perfectly valid to sacrifice a little predictability and allow high-value items to jump the queue.

Next up: 6. Leadership. Previously: 4. Customer Focus. Start from the beginning: 1. Transparency.

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