Tuesday, 12 June 2018

Retrospective: Protest!

This is my new favourite retrospective.

Emotive and simple, it encourages members of the team to voice their concerns and create a protest.

Literally.

The format is very simple. Use the PowerPoint deck to show some examples of signs from protest and then get each member of the team to come up with a protest of their own along with a sign that would explain it.

I have been curating signs from protests for a while on Pinterest. I would give the link but they contain a wide range of swearing so it does not feel 'cool' to include the link here. Contact me if you want me to share the board privately.

You can then talk about each person's 'movement':

  • What's the cause?
  • Who is the audience?
  • Who are your followers?
  • What's your ideal solution?

This is more of a way to get the team to open up about issues they feel strongly about. These might not have been addressed so this gives a direct way of the team telling you what their cause is - without having to start a real protest!

View the Protest PowerPoint

Wednesday, 6 June 2018

Remembering past last week

We know from experience that people often have very short memories when they participate in a retro.

It is no surprise that we only usually get the problems from the end of the sprint since this is often where the pressure is. Any good things are usually drowned out by the tide of problems we discovered yesterday.

So imagine my delight at taking people back over 6 months. And not just one team - a whole bunch of teams all working on the 'Consents' programme of work which basically made our company GDPR compliant.

So here is the method I used, which worked nicely and created some good conversations and insights for the people who participated.

We first set a homework task. This is essentially the ice breaker but served a purpose too. The team were asked to bring a picture that represented the project at the beginning and one that represented the project now.



The idea is to get people to think back to the beginning. I was conscious that different people got involved at different times and that is fine. We just wanted them to take the time to think back right to the beginning to break the cycle of only remembering the last things.

I drew a timeline which represented the project from beginning to end and got people to show the pictures they chose and explain why e.g.

A picture of the lone ranger herding some cats was because that person really didn't know how to go about this project at the start, they chose a cover of George Orwell's '1984' to explain that during the project he became much more data security aware and by the end it was something he was seeking out since he was interested in it.

We heard several stories which started with this very simple beginning and end. You don't need everyone to do this (they won't) but a couple set the scene. This is usually funny and often thought provoking - I have used this as the basis for a team retro too.

Next we add some points on the timeline to give some scale. For us, we added some key sale periods  and Christmas. It will always be terribly inaccurate, you just need enough to make sense of the timescale as a whole.



With about 20 people in the room, you will generate a LOT of data. The trick is to find a way of bringing out trends. Grouping will take too long so I use a colour key and an additional dimension to allow the group to talk about what happened.

With this group, we gave them different coloured post-its depending on their role in the project, there were 4 in total. The dimension we added was good/bad - if the thing they are remembering was good then place it above the timeline, the opposite for bad. The further it is away from the timeline, the more pronounced that is.

I then gave the group 7 minutes to go post-it crazy and place these insights on the timeline. I can be messy and little loud but it's only for 7 minutes!



Once finished we asked them to look at what they had created:


Next, we ask them to look for some trends:

* On balance, which group of people had the most insights? Who had the least?
* On balance, was this a positive experience or a negative one?
* Was there a specific part of the project where something was wrong? What happened?
* Which part of the project was busiest and why?
* What happened here? (point to a cluster or peak)
* Was this the best thing that happened? (point to top post it) Why?
* Was this this the worst thing that happened? (point to bottom post it) Why?

For the most prominent groups, we asked them to tell their story from beginning to end. This is often lead by and individual but they speak for a group since people tend to work together to remember what happened.

People add insights from their own perspective as each of these is told. Over half the session is just this. As a facilitator, you can ask open questions and maybe pull in individuals who aren't speaking or look like they want to but cannot break into the dialog.

At this point we collecting data, sharing perspectives. I usually ask for the high and low point from each of the story tellers, which can break them out of concentrating on a single time period. You can pull out specific cards from the wall if there are interesting ones but the purpose is not to use that data - it is just a vehicle to get people to think across the whole timeline and highlight areas that might be interesting to talk about.

To close, we want some canned insight that we can learn from. To do this I pose the question:

If you were on another project and you were working with some new people, what advice would you give them? If you could hand them a piece of paper that would help them, what would it say? What mistakes would you want people to steer clear of and what inspiration could you give based on what we have found out today?

The output is a single statement from each person. We grouped these into themes that allowed us to see where there was consensus in their experience even though their involvement and roles in the programme were completely different. As people left, we asked them to vote for their favourites and encouraged them to use this insight to improve the next programme they were involved in. We share the favourites with the more senior management and try to steer the structure of work at a higher level based on this feedback, hopefully improving each one as we go.


Tuesday, 5 June 2018

Experiences vs Value

You have probably heard of this before:

Our customers are our number 1 priority

You probably have a variation of this in your own organisation.

Is it really that simple? What about this anomaly:

As a registered user of Papa John’s pizza
When I try to check out as an anonymous user
Then I will be forced to login to my account

I have picked on Papa John’s here but we see these trade-offs all over the place. In this case we are stopping a transaction - which is not in Papa John’s or the customers interest. They do not seem in line with our statement about the customer being our number one priority.

Make no mistake, this was a choice. It takes more work to do this than to allow the transaction as an anonymous user. We don’t know why but we can assume that someone benefits from this decision – marketing or data science, would be good guesses.

So maybe it’s our view of who a customer is that is incorrect? Eric Ries uses this definition for a customer:
Any person who you hope will find enough value in your product or service to make some kind of investment in it, or partnership with you.
We are used to thinking of the paying customer as our primary focus but customers take all shapes and forms. They are often internal to our organisations.

In a world with multiple types of customers, we often impact one to benefit another. These are often hard choices.

So maybe we need to tweak our original statement:

Our customers are our number 1 priority*

*Some customers are more important than others

So if marketing teams are customers, what about development teams? Are they customers too? They are clearly invested in what we do.

When a development team wants to do something, they are usually asked about the ‘value’ of it. The problem being for most development teams that most of the things they want are only measurable in retrospect, so the value is difficult to measure or prove.

This statement from a developer, makes a lot of sense to me:
What about developers doing a good job, knowing we built the right thing in the right way and being trusted to do so. Why isn’t that valuable?
Very few of our business decisions are based on cold hard data. If you spend time with some data scientists, who ONLY use data to make decisions based on specific tests you realise that most of the decisions we make are not based on fact.

We don’t gather data either because it will take too long or we simply don’t know how.

Again, maybe our view of value is incorrect here. Maybe it’s even the wrong word. How about another tweak:

Our customers experiences are our number 1 priority*

*Some experiences are more important than others

Instead of talking about value, what happened if we only talked about the experience we want to create for our customers?

Our developers experience of building and supporting our product can been see alongside our customers experience of using it and our marketing persons experience of working with the data gathered from our customers actions.

The problem we encounter straight away is how to we talk about an experience? What is the language we use?

This is where using comic strips come in handy, which was inspired by the work Carol Grey did with Social Stories and Comic Strip Conversations. They were created to solve a completely different problem, but they work here too. If you want to find out more, google is your friend.

We use a comic strip to describe the dialog between 2 people, one of whom has used your product. This is told using only 4 cells – I usually ask people to imagine they are walking past these 2 people and overhear the conversation, which they then condense and re-tell.

The constraint of having only 4 cells means you must focus on the key things that make your customers experience enjoyable. What would we like people to be talking about if we built this? What would turn them into advocates, using NPR speak?

So, using my Pizza Problem, let’s look at what I would have liked my experience to be:



What did you get from this short dialog?

What experience were we trying to create for our customer?

What problems are we trying to solve?

The strange thing is that using dialog to talk about our experiences with products or features turns out to be a lot shorter than trying to describe it. This is powerful and you can use it to find assumptions, observations and features inferred in the conversation:

  • Observations are things we can see or have evidence of
  • Assumptions are thing we think are happening or will happen once we have built our product
  • Features are the things we need to build to bring about the experience we describing

For example, in cell 4 there are several statements we pulled out from the dialog:

  • People know their account details (Assumption)
  • People who have an account are regular users (Assumption)
  • Anyone can checkout anonymously (Feature)

Sadly, the feature that would have saved the day was not built in this instance. We could have probably validated the 2 assumptions using metrics:

  • How often do people reset their password?
  • What is the relationship between the time between logins and resetting a password?
  • Are logged in users more likely to order more frequently?

Maybe all this was done and the number of people this would affect was smaller than the benefit given to the other customer by forcing a login if you have an account.

Yes, you could say that these are all ‘value’ statements but focussing on the experience stops us from ‘bundling’ more in. When this happens, it becomes difficult to separate the things that directly create the experience – this complicates delivery since we cannot reduce scope and ultimately delays our customer experience.

Exploring experiences can be done before we build anything, allowing us to examine the intended experiences and look at what creates them. We can validate any assumptions we have or articulate them as risks because we simply don’t know. It also highlights the features that we should build to improve our customers experiences with our products.

For or With?

When you meet someone new, how do you do it?

The timeless classic seems to be: "Hi! I'm Bob, I work for Widgets Incorporated"

Maybe this is split into a 2 sentences but the word 'for' feels... wrong.

The word 'for' re-enforces a sense of  hierarchy, that you are controlled by someone, that you are a servant.

Next time, try replacing 'for' with the word 'with'.

For me this is feels more aligned. More like the choice it really is.

Friday, 23 February 2018

The important features of a great team

There is a game we play at home that I would like to share.

The rules are simple:

Given you are alone in a dark room or corridor
When you hear someone else approaching
Then you have try jump out at them
  And scare the c**p out of them

There is some skill to this game. Once you have played it a few times everyone knows what is going to happen. In anticipation, everyone goes very silent in order to detect where the other one is. Inevitably, people stop breathing but start laughing - first one who does has lost.

None of the kids play this game. This is something myself and Mrs A do, which is most unbecoming of some 40 year olds.

It is something that is uniquely ours. Something that does not really make sense in another context. It is special to us but probably completely dumb to others. It was not planned but was spontaneous and if it was copied would not be the same.

But this is where the good stuff is.

Teams also have these special bits too. They come from working closely with each other and letting your guard down enough to reveal our human selves.

This does not happen immediately. I often does not happen if there conditions are not right, if there is not enough freedom to express who we are and explore our relationships with one another.

Often unprofessional, usually silly and totally unique to each team, these are the special features that make teams great both to work in and with. Love them or loose them.

Thursday, 22 February 2018

All worship Board God

The use of boards by teams is nothing new, every team I work with has some way of visualising their work. Many teams seem to stall at changing the board, leaving ownership to some individual (maybe the ScrumMaster or the most vocal member of the group).

This is a shame. Since the board mirrors the teams process, which is owned by the team.

I was in a situation where the board was being dictated by a single person and the team looked too scared to change it. People would compain about the board by not try to do anything about it.

In a moment of frustration, I thought "Fine, you fix it".

Enter the 'Board God'.

If anyone ventures a strong opinion on the board you can appoint them as 'Board God' for a week.

The Board God can do anything to the board they like and the team have to follow their direction for that week. At the end of the week, the team decides what they will keep and what they will reject. Stripped of his or her powers the Board God must accept their decision.

If I hear someone grumbling about something on the board, I usually appoint them 'Board God' to see how they will solve the problem they are grumbling about. Eventually, people will start to ask if they can be 'Board God' to address a specific issue that they can see.

This can trigger a spate of change, where different 'Board God's' mess with each others changes. This is a positive thing since people are getting involved with the board and ultimately the process itself.

Teams that have learned to embrace changing the board often evolve their process outside of the retrospective, shortening feedback to days or even hours.

When used in conjunction with scoring stand-ups, a team can inspect and adapt quickly. I have seen stand ups of 20+ people go from train wreck to useful in under a week using peer feedback. A score of 3 or under means you have to share what was wrong for you and the team agree corrective actions for the next day there and then.

'Board Gods' provide a solution to a problem that is then inspected by the team. The process adapts to the use the good bits and things that do not work are discarded in a safe to fail way. One team I worked with even versioned their board to help them understand when a lasting change was implemented.

This idea started as a punishment but has turned out to be a useful tool to remind teams who owns the process and encourage them to get involved in shaping it.

Wednesday, 10 January 2018

"But they won't listen to me!!!"

On entering the house last Friday I was hijacked by my daughter. What happened next I was not expecting but it was an interesting experience for both of us.

She explained that she has been asked by the teachers to be the manager of a cafe to raise money for charity. She has a small team and they need to organise the event and make sure everything runs smoothly. She is 10 so the rest of this makes sense :)

So my daughter comes up with a plan, tells the team what they will do and.... well, you can imagine what happens next. One of them ends up storming off to the bathroom, 2 of them rip up the plan and come up with their own one and the rest slope off to do something else. I think we've all been here, right?

OK a double serving of coaching coming right up.... let's establish the goal.

"I want them to do what I tell them to"

Wow. OK. Healthly dose of reality required. So sweetheart, how do you feel when you are told what to do? She ponders for a bit and comes back with something else.

"I want to do something that will help us bond so we can work together"

OK, nice. Still not sure this is the goal but we are thinking differently. So, if I could wave a magic wand and fix this for you what would it look like? How would people behave?

"People would listen to me and we would come up with a plan that we would all agree on"

Damn it! So close. Oh well. I know her plan is confetti but it sounds like there is 'a' plan - what is wrong with the plan the others came up with? What won't work about it?

* rant * rant * rant *

Synopsis: takes too long to serve people and everyone needs to queue which they won't do

So it takes too long to serve each person. What kind of too long to wait is too long?

"It will take 5 minutes to serve each person"

Wow. That is very exact. How do you know it will take 5 minutes?

"That's how long it will take"

Could we test this? If I asked you to sit still and tell me when 5 minutes has passed, how close do you think you would be? For the record, my daughter has never sat in the same place for 5 minutes. Ever. So I feel this is pretty good bet.

So we test our assumption - I set a timer and she sits on a chair. After about 2 minutes I notice that she seems to be counting under her breath so I start saying random numbers since I figure she is counting so she knows how long is passed. I seem to have underestimated the sneakyness (but am secretly impressed).

After about 3 minutes I ask her how long has passed and she says about 3 minutes (!) but acknowledges that it is a really long time so I deem the experiment a partial success and we move on.

How long do you really think it will take to serve each customer? What could do to find out? The shrugs are less than encouraging so I ask what she would like from MY cafe....

We act out serving a drink and a cake in the kitchen and both agree it probably wont take very long at all to serve people. We talk a little about assumptions and how we can usually test them rather than accept them as truth which mostly gets ignored.

So what's wrong with letting the others go through their plan? Could you act it out like we just did? Would that be better than trying to come up with a plan that you all had to follow? After all if something didn't quite work you could always change what you are doing.... it's also a lot more fun.

"Yeah, that might work. I still want to do something that will help us bond"

OK. I'm tired. We go through "String of Pearls" and she assumes the roles of all members of her team. Again secretly impressed she can remember each persons role and moves into each of their imaginary positions as she says them.

Since everyone can say what ever they want, how come we end up with a story?

"We listen to each other and know it all needs to join up to make sense in the end"

Wise words indeed.

So the next day, what happens? My daughter goes and finds the teacher who organises the McMillan tea morning and asks her to help her team. Just like what Mrs A said before I got home last Friday.

I think I will leave this to Mrs A in the future, we all know she's always right :)