All articles about Agile Coaching

Agile Coaching, Agile Metrics, General Agile

No More Agile Checklists – Can We Concentrate on Outcomes?

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As an agile coach and change agent I am always asked how maturity can be measured at the team and organizational level. What I have found over the years is that there is no lack of different checklists that can be used to give us these “metrics”. In fact, a recent Google search gave me a page that contains links to literally 41 checklists. In addition to these I have personally worked on many different custom checklists myself as if the 41 currently available do not adequately address the needs of teams transitioning to agile! Why is it that these already existing measures are not enough?

Agile Coaching, Agile Management, Agile Team, Blog, Leadership, SAFe

Individuals, Teams, Systems – The Evolution of Agile at Scale

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Once upon a time I coached one of the most amazing agile scrum teams. They were able to deliver things that their management found quite unbelievable so much so that they conveyed a meeting to find answers to why this particular group of people were able to so greatly outperform others in the organization. As an aside I was not originally invited to the meeting but the team lobbies for me to be there as they considered me one of the team and, as a team member, partially responsible for their success.

Agile Coaching, Agile Management, Agile Team, Agile Transitioning, Leadership

Managers from Hell and Agile Transformation

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larry apke, whiteboard, agile

A few months back I stumbled onto some research done by Gallup on employee engagement quoted from above. I would like to say that their findings were shocking, but having been an Agile Coach at many large organizations, I find the statistics (and conclusions based on the statistics) to track quite close to my own experiences.

For example, Gallup found that only 30% of all employees in the United States are “engaged and inspired at work” and about 20% are what have been defined as “actively disengaged” employees who “aren’t just unhappy at work; they’re busy acting out their unhappiness. Every day, these workers undermine what their engaged coworkers accomplish.” The remaining 1 out 2 workers are defined as “not engaged” and “essentially ‘checked out.’ They’re sleepwalking through their workday, putting time — but not energy or passion — into their work.”