In general, you can do more frequent touch points than Scrum but not fewer. Why resist something that seems to work? This includes daily stand ups and bi-weekly retrospectives. The Agile Manifesto value here that really embraces all the other values is geared toward more, better, and more efficient communication. Regular touch points keep the team aligned and working together. The benefits are in proportion to how slow or fast you adopt the corresponding framework. There is more leeway in Kanban, but often having someone with Scrum coaching experience will provide the opportunity to establish a consistent, repeatable approach.
I hope you see that by taking some Kanban baby steps, you can find a better, faster way of developing and delivering software. We can help you with implementation of a Kanban, and eventually full-blown Agile. Contact us today!
Helping Students See High School as a Stepping Stone to Their Future
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It is mandatory to procure user consent prior to running these cookies on your website. February 5, Business Agility. Jacqueline Sanders-Blackman. Share on facebook.
The Hidden Dangers in Your Phone Number
Share on twitter. Share on linkedin. Where to start? The key is to not be random in how you approach Kanban, but to make sure you are taking steps toward all four of the core agile values: Individuals and interactions over processes and tools Working software over comprehensive documentation Customer collaboration over contract negotiation Responding to change over following a plan In short, while there is value in the items on the right, agile values the items on the left more.
She has held roles of business analyst, project manager, program manager, tester, DBA, developer, process analyst. She has spent the last 9 years building up her Agile experience and now has a track record of helping organizations through the challenging transition from waterfall to Agile practices.
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Stepping into Administration: How to Succeed in Making the Move
Please provide the information below to help us to customize your solution. It wasn't about ego; they saw the true sense of the Harry S Truman quotation: "It is amazing what you can accomplish if you do not care who gets the credit". The best team leaders struck the right balance of support and challenge — helping and guiding the members of their departments but not afraid to hold them to account too, as they themselves should be supported and challenged by the senior leaders within the school.
They didn't over-protect their teams, defend them at all costs and fight their corner to the exclusion of all else. The best heads of department were committed specialists, with impressive expertise and passion for their subject, but they also had a wider perspective and could see the big picture of the students' whole educational experience.
They didn't spend their time railing against the system and moaning about "the management", either. They used their communication and relationship-building skills to ensure their particular domain was an example of excellence, and this then gave them the credibility to lead change from that position — they were respected and listened to by the senior leaders because they were seen as successful middle leaders who were responsible for co-ordinating the achievements of strong teams across the school.
I learnt from these positive examples, rather than having any formal training, I think. In due course I moved on to become a head of sixth form, deputy head and I served my time establishing who threw the Coke can from the bus and then a headteacher. But I did try to spot talent, identify potential in aspiring middle leaders and help them to clarify their vision of the kind of leaders they wanted to be, and then to make that a reality.
Once I had the "right people in the right seats on the bus", as Jim Collins puts it in his book Good to Great , I tried hard to give them the right balance of support and challenge and to trust them to do their job, a job which has the greatest impact on the standard of teaching and learning across the school.
She tweets as jillberry Middle leadership is challenging and rewarding. Is it for you? This content is brought to you by Guardian Professional. Looking for your next role? Take a look at Guardian jobs for schools for thousands of the latest teaching, leadership and support jobs. Topics Career advice Teacher's blog.