Category: Learning

PI Planning—Plan to Discover the Next PI – Improving SAFe Journey

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Note: This is the third post in the Practice Makes Permanent series. Read the first post here and the second post here. You can watch my webinar on PI Planning here.

Is your SAFe® implementation slowing? Has the energy and enthusiasm faded and it feels like just one more process change? Maybe you’re just not seeing the value you expected? That’s OK because PI Planning presents significant opportunities for your relentless improvement of the SAFe journey.

If you’ve read the previous posts in this series, you know that the right kind of SAFe practice doesn’t make perfect, it makes permanent. And you know that using creative tension will help you find the right outlook to discover new opportunities and foster relentless improvement. The reality is that many Agile Release Trains (ARTs) have a distorted view of PI Planning—they see it as a readout of the already created plan or a time to direct teams toward a plan rather than the discovery session it’s intended to be. This makes it a great place to get your implementation back on track. PI Planning is an opportunity to discover the plan for the next PI. Discovery is exciting, it’s engaging, and it’s about learning.

Through my years of teaching and implementing SAFe, I’ve identified key practices to help organizations successfully discover a plan for the upcoming PI. My goal in providing these tips and techniques is to give you practical ideas on how to revolutionize your PI Planning and improve the quality of your plans.

Consider these key practices to make PI Planning a discovery session:

  • Breadth vs. depth planning
  • Good objectives start early
  • Iteration plans from PI Planning are “what if?” scenarios
  • Raise the levels evenly
  • Preconceived is pre-committed—limit pre-PI Planning

Breadth vs. Depth Planning

During PI Planning, the Agile teams are instrumental in converting the ART vision and roadmap into team-committed objectives while discovering the risks, dependencies, and delivery goals for the PI.

The anti-pattern

A very common anti-pattern in PI Planning is when teams focus on one iteration at a time, attempting to create a solid plan for iteration one, followed by a deep dive in iteration two, and so on. This is dangerous because we’re not seeing the big picture of the whole PI. And often we get to the draft plan review, and the teams don’t have a high-level, end-to-end plan, which is critical for the management (adjustment) review and problem-solving activity.

Additionally, because teams have gone iteration by iteration, concentrating on creating and loading stories, they haven’t collaborated sufficiently on with other teams on dependencies. This can potentially lead to radical plan changes during team breakouts on day two.

Implement breadth vs. depth

This is where breadth vs depth comes in. Encourage your teams to think across the whole PI and create a very high-level plan within the first 60–90 minutes of the first breakout session. This will include initial starter objectives, the discovery of some initial dependencies on other teams, high-level goals for each iteration, and some initial stories (perhaps slotted into an iteration). These activities give teams a broad, overall approach.

Now, they can use the remaining time in the breakout to improve the depth by:

  • Discovering more stories
  • Identifying more dependencies
  • Refining objectives
  • Identifying and (perhaps) mitigating more risks

This breadth vs. depth strategy ensures that there’s always a draft plan to review and helps teams align on the approach and effort distribution.

Here’s a quick recap of the key principles of breadth vs. depth:

  • Start with a high-level, end-to-end plan that’s full of holes.
  • As time permits, go back and fill in those gaps.
  • Focus on “based on what we currently know, this is our plan. However, we know we have more to learn to fill in some gaps.”
  • Raise the water level evenly. Create some story placeholders, which will generate some objectives, which will raise some dependencies, which will identify more stories, which will update objectives, and so on.

Apply SAFe® Principle #3: Assume variability; preserve options. Start with minimal constraints and a high-level approach and add details as they emerge.

Good Objectives Start Early

Team objectives are one of the key outputs of the planning effort. Objectives are a team’s opportunity to say:

“Hey, ART leadership, we saw the vision, we saw the roadmap from the top x features. Here’s our contribution to the success of the ART for this PI.”

This is a powerful opportunity to engage SAFe Principle #8 and SAFe Principle #9 and is a critical component to ensuring alignment.

Many teams struggle with understanding objectives because they’re not used to being asked, “What can you contribute to our success?” Instead, they’re used to being told “this is what needs to be done.” I like to explain objectives with an analogy.

Team objectives

Imagine you’ve just read a really powerful, thought-changing book (such as Donald Reinertsen’s Principles of Product Development Flow). Most likely you’ve read the book chapter by chapter. You want to share the power of that book with your friend, and you’ll probably share highlights and key areas and concepts from your perspective. Now, another friend reads the same book and shares their key takeaways from their perspective. While there may be similarities in key concepts (for example, Economic Sequencing) each perspective may pick up on different areas and ideas that were key to them but that maybe didn’t stand out to you.

The chapters in the book are the features. All the teams read the features and come away with their key areas and contributions. These are the team objectives. Some teams may have shared contributions across the ART (Program Objectives), but many will have specific contributions unique to their own team (Team Objectives).

Start early, iterate often

So, how do you achieve these powerful objectives within PI Planning? That’s where the phrase “good objectives start early” comes in. Objectives should start as early thoughts and concepts and grow in clarity and alignment as the breakout continues.

These are the key principles to successfully writing objectives:

  • Start writing objectives early in the first breakout.
  • Don’t wait until you have ‘perfect’ objectives; perfect is the enemy of good.
  • As you learn more about the plan during the breakout conversations, potential objectives will emerge. Write these down, no matter how incomplete they are.
  • As you learn more about the objective through further planning-fueled learning, update the objectives.
  • Don’t try to start with SMART objectives, work toward them.

Iteration Plans from PI Planning Are What-If Scenarios

A common issue that limits the self-organization aspect of SAFe Agile teams is the mistaken belief that teams are creating iteration plans that must be locked in and committed to. This is a highly critical point: teams do not commit to iteration plans in PI Planning. They’re committing to the objectives they discover, and to the Program Board, which identifies when they believe they can deliver on the features and what dependencies are needed to deliver. When teams have the false belief that they’re going to be held accountable for plans for four iterations in sequence, they become nervous, realizing they can’t really know exactly what will be needed for each iteration. They believe they’re being held to a mini-waterfall approach. Actually, the opposite is true.

We ask teams to create iteration plans so that they can discover the objectives they want to commit to, discover the significant dependencies needed to deliver the features they pull in and discover the risks that may threaten the plan. The plan they create is one of many possible ways they can deliver, and many of the details of the actual plan will surface as they execute that plan. In my experience, the specific iteration plans the teams create are about 60-percent accurate. As long as we have the significant dependencies and risks identified, that level of accuracy is good enough to get started.

Key principles around the what-if scenario approach:

  • Teams do not commit to iteration plans. They commit to objectives and the Program Board’s dependencies and Feature deliveries.
  • Teams create iteration plans to unearth dependencies, discover objectives, and learn how to deliver to the business.
  • The iteration plans will almost certainly change as we iterate through the Program Increment. Understanding that we are only identifying one of many possible scenarios to deliver on these objectives helps the teams focus on what’s important.

Raise the Levels Evenly

Closely associated with the breadth vs. depth concept is ensuring you have a good balance of focus on each component of the Draft Plan Review. Following SAFe Principle #4, we want to shorten our Plan-Do-Check-Adjust (PDCA) cycles to increase the pace of learning. If you think of each key area of focus in the team breakout, we have:

  • Creating, sizing, prioritizing user stories and enabler stories
  • Identifying and improving team objectives
  • Identifying and attempting to mitigate risks
  • Discovering, discussing, and gaining commitment to cross-team dependencies
  • Updating the Program Board as we discover new feature delivery and dependency aspects in the emerging plan

Consider each of these areas as buckets to fill. We don’t want to fill one bucket to the top and then go to the next. Instead, we want to evenly bring up the level on all buckets together. That means we want the teams to generate some stories, which can lead to updated objectives, which can lead to new risks identified or mitigated, leading to new commitments with other teams, and leading to updates to the Program Board. This order is not rigid, there’s nothing wrong with discovering a dependency, adding some stories to cover this dependency, and then updating Program Board. The idea is to make sure that we are keeping the levels (amount of recorded information) approximately even across all the buckets.

safe for business

These are the key principles to raising the levels evenly:

  • Don’t try to create a full iteration-by-iteration plan too early.
  • Use the energy and knowledge from adding to one bucket to add to the next bucket.
  • At regular intervals, step back and review the levels in each bucket. Are these relatively evenly filled? If not, do we need to revert to focus on a particular bucket?
  • At key points, review the entire plan we have created so far. Do we see major gaps? Dangerous assumptions? Note: a great time to do this is about five minutes before the next Scrum of Scrums team breakout. It provides a really clear view of the current progress that will help us identify any systemic issues in our planning process.

Preconceived Is Precommitted—Limit Pre-PI Planning

Before we start PI Planning, we need the right level of readiness. But too much can lose the discovery aspect of PI Planning. Finding that balance is a learning journey, but there are key elements to balance.

Too much pre-PI Planning:

  • Takes away from the current PI effort. The focus should be on this PI’s objectives, not pre-planning for the next.
  • Locks into a plan that is not well-informed. PI Planning is about learning, not perfecting. The best objectives come from shared learning during PI Planning.
  • Damages the team-of-teams culture in the ART.

Too little pre-PI Planning:

  • Leaves the teams anxious
  • Can waste time in PI Planning trying to answer foundational questions

The right balance of PI Planning:

  • Allows teams to ask intelligent questions during the morning briefings. The test I apply is to verify: are the questions probing and refining (good) or are they high level and more about initial alignment (not so good).
  • Ensures we have the right people in the room. For this PI’s features, we may need other shared services and assistance. Knowing this in advance helps us extend invites to the right people.
  • Sets the stage for PDCA-based learning cycles during PI Planning. When teams come into PI Planning thinking they already have the right plan, it leads to a fixed mindset for the next PI, which blocks the true discovery needed. We want the team of teams (ART) to iterate through these PDCA cycles together as they discover the plan.

I use a very simple approach—called the five-sticky rule—to help teams understand a good starting point for the level of pre-planning needed. Each team is encouraged to bring five sticky notes into PI Planning that represent potential stories. This requires the team to do enough discovery around the features, vision, and other elements needed in the next PI but keeps them from creating a deep-dive plan that loses the discovery aspect. Please note that the five-sticky rule is more of a guideline than a rule and can be adjusted as needed.

These are the key principles to finding a balance of pre-planning:

  • Prepare to create the plan, don’t pre-create the plan
  • Look for intelligent, informed questions during the briefings
  • Beware of a fixed mindset view of the plan coming into PI Planning

PI Planning is one of the Ten Critical Success Factors to achieve transformational progress with SAFe. By applying the above ideas, you can make it the dynamic, engaging, energetic event it’s intended to be. So, go make your PI Planning a discovery session!

Check back soon for the next post in the series.

About Dwayne Stroman

Dwayne is an Enterprise Transformation Coach and Trainer and SAFe® Program Consultant Trainer

Dwayne is an Enterprise Transformation Coach and Trainer and SAFe® Program Consultant Trainer (SPCT) with more than 20 years of experience. He is ultra-passionate about helping large organizations learn how to build the right products and deliver optimal value through learning and customer validation. Dwayne uses his SPCT role to help several Fortune 100 companies, as well as many growing companies in finance, retail, healthcare, and logistics, realize the benefits of a Lean-Agile mindset. Connect with Dwayne on LinkedIn.

Creative Tension – Implementing SAFe Properly

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How to use the gap between where you are and where you want to be

This post is part of the ongoing Practice Makes Permanent blog series. Read the first post here.

OK, so your Lean-Agile transformation is stalling. It’s not delivering the increased value and reduced delivery times you expected. Your teams are struggling and perhaps updating their resumes. You thought that implementing the Scaled Agile Framework® (SAFe®) would bring you these outcomes, but you’ve discovered you’re not using all Ten Critical Success Factors of SAFe. Perhaps you’ve discovered that you’re not actually implementing SAFe correctly as you intended, which means you’re probably not gaining the full value of what the Framework has to offer. The key to taking full advantage of this realization is to be encouraged rather than discouraged. We can’t improve until we see the improvements that are needed. The purpose of this article is to help you see that these discoveries should be cause for celebration, not concern.

One of my favorite books (and authors) is Peter Senge’s The Fifth Discipline. In his book, Peter describes the concept of creative tension as ”the tension between vision and reality.” It’s the concept of discovering the gap between where you are and where you want to be and using that gap as energy to make improvements. Think of it as a transformational snowball effect.

SAFe guidance depicts the perfect scenario where an organization exemplifies all seven core competencies, delivering high quality and accurate value to customers, and having the kind of culture and work environment that makes it a great place to work. Then we look at the current reality and realize we have a long way to go to reach this nirvana state of business agility.

Sometimes that gap seems insurmountable, unachievable, and perhaps just unrealistic. As we identify that first improvement opportunity and implement that first improvement effort, we start to see some excitement and engagement. We’re still a long way from that nirvana view, but we’re starting to make progress. And that creates more energy for the next effort. So, we take on the next improvement effort, and there seems to be just a bit more engagement and hope that we can move forward. And that’s where we start to see the snowball effect of relentless improvement.

Implementing SAFe Properly
The snowball effect.

For each improvement we make, we gain more energy, engagement, and willingness to change. And we start to go faster. And faster. And faster. And now, that relentless improvement pillar seems to make more sense, and in fact, becomes part of our DNA. As Peter Senge stated, “The most effective people are those who can ‘hold’ their vision while remaining committed to seeing current reality clearly.”

Positive change is contagious. It brings excitement and hope to the organization. That energy must start somewhere. So, as Taichi Ohno said, “If you are going to do Kaizen continuously … you’ve got to assume that things are a mess. Too many people just assume that things are all right the way they are … If you assume that things are all right the way they are, you can’t do Kaizen. So, change something!”

My point is to change something with a huge grin on your face because you can see the snowball effect of creative tension pulling you upward.

Implementing SAFe Properly
A team celebrating its small wins.

So, when you see that gap between your current reality and where you want to be, you should view it as an opportunity, not a negative situation. In other words, you should view every improvement opportunity with excitement and anticipation of where you can go next on the journey toward business agility.

As change agents, we’ve learned that empathy along the transformation journey is vital. We know how hard it is, so we fully understand why you skipped some of the steps. But now is the time to restart or renew that journey. In subsequent posts, we will talk about specific activities and components we can use the creative tension approach to jump-start a Lean-Agile transformation. The goal of this series is to help you find the next opportunity to accelerate that snowball effect in your transformation.

Check back soon for the next post in the series.

About Dwayne Stroman

Dwayne is an Enterprise Transformation Coach and Trainer and SAFe® Program Consultant Trainer

Dwayne is an Enterprise Transformation Coach and Trainer and SAFe® Program Consultant Trainer (SPCT) with more than 20 years of experience. He is ultra-passionate about helping large organizations learn how to build the right products and deliver optimal value through learning and customer validation. Dwayne uses his SPCT role to help several Fortune 100 companies, as well as many growing companies in finance, retail, healthcare, and logistics, realize the benefits of a Lean-Agile mindset. Connect with Dwayne on LinkedIn.

Practice Makes _______ : SAFe® implementation

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Find true success with your SAFe® implementation

A big part of my personal life revolves around motorcycles, specifically road racing and coaching. When I’m working with new racers or track riders who want to improve their skills, the first thing I do is ask them to complete this sentence: “Practice makes _____.”  Almost everyone says “perfect!” But usually, the opposite is true. When racers go out on the track and continue to repeat bad habits, such as not moving their eyes down-track or using poor body position, they simply cement the wrong technique, which is more difficult to correct later. I always teach riders to focus on learning the basics and build on these good techniques until they become permanent. We all start with the belief that practice makes perfect. However, if you practice the wrong things, the only thing you perfect is the wrong approach. (Note: I want to thank Nick Ienatsch from the Yamaha Champions Riding School (YCRS) for helping me see the importance of learning the right skills before starting to practice. Working with Nick and the crew at YCRS and ChampSchool taught me so much about the importance of getting the basics right.)

SAFe practice
The author coaches the basics in an off-track drill.

Switching sports metaphors, a favorite phrase from football coaches (Marv Levy may have been the first to use this) is to “learn how to do it right and then practice it until you never get it wrong.”  That’s how we bake in the right techniques, and where practice makes permanent is our ally.

When implementing SAFe®, it’s common to bring in old habits from your organization’s history. It’s hard to break free of these past practices but it’s even more difficult to change them once they’ve been brought into the transformation effort. There are many common anti-patterns that organizations practice and make permanent, including:

  • Multiple Program Backlogs (whether real or virtual) make it difficult for the teams or ART to focus on the most important thing to work on; this damages Lean flow due to context switching.
  • Leadership believing that their job is to direct work, which is in direct opposition to SAFe Principle 8 (unlock intrinsic motivation) and SAFe Principle 9 (decentralize decision-making).
  • Not using the IP iteration for its vital purpose to be a buffer for capacity and to support ongoing innovation, improvement, and synchronized planning.
  • Using PI planning as a readout of assigned plans, rather than allowing the teams to use team breakouts to discover the best plan to meet business needs.
  • Objectives given to the teams rather than teams creating their own objectives. When teams review the vision and roadmap and then create their own objectives, they gain engagement and alignment with business and Product Management to demonstrate they understand the value needed.

A common issue we see is organizations treating SAFe as a buffet where you can pick and choose what you implement and what you don’t. While SAFe is highly configurable and is not at all prescriptive, there are key elements that you must implement for real success. These 10 critical success factors are the basic components that you learn and practice until you never get them wrong.

SAFe implementation
The 10 critical success factors of Essential SAFe – ©Scaled Agile, Inc.

This doesn’t mean that you must be perfect to start. Learning to implement SAFe correctly is just like learning to ride both fast and safe. You learn the proper techniques and continue to inspect and adapt until you get it right, then practice these techniques until they become instinctive. That’s when the speed comes.  The same concept applies to your SAFe implementation—learn the 10 critical success factors and practice them until they become instinctive. You will make mistakes along the way because getting these factors right takes time and effort. But if you continue to focus on these basics, they become part of the culture and the norm for your organization.  That’s when you experience the true value of a SAFe implementation.

Practice Makes Permanent Blog Series

In this blog series, I aim to share my experiences from the field in helping organizations master and apply good, basic, Lean-Agile and SAFe practices to promote successful SAFe implementation.

Upcoming topics I plan to cover include PI planning, the Program Backlog, and SAFe roles. My hope is that as part of this effort, you will be able to achieve business agility through the Lean-Agile mindset.

Read the next post in this series here.

About Dwayne Stroman

Dwayne is an Enterprise Transformation Coach and Trainer and SAFe Program Consultant Trainer

Dwayne is an Enterprise Transformation Coach and Trainer and SAFe Program Consultant Trainer (SPCT) with more than 20 years of experience. He is ultra-passionate about helping large organizations learn how to build the right products and deliver optimal value through learning and customer validation. Dwayne uses his SPCT role to help several Fortune 100 companies, as well as many growing companies in finance, retail, healthcare, and logistics, realize the benefits of a Lean-Agile mindset. Connect with Dwayne on LinkedIn.

Meet the People Translating SAFe® for the World – Helping to Adopt SAFe

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Globalization is an important growth strategy for Scaled Agile. Localization of SAFe content enables our customers worldwide to participate and learn in their own native language. And it helps drive the adoption of SAFe across international markets. 

We need several key ingredients to create a great global product. One of them is people. Since I started working at Scaled Agile, one of the most rewarding experiences was building a global SAFe In-country Review (ICR) team comprised of SAF SAFe experts —known as SPCs and SPCTs—from around the globe. All of them are highly experienced Agile coaches and transformation leaders who are changing the way people work in their respective countries. I’ve had the utmost pleasure of working closely with this team and I can tell you that they are fantastic people!

At Scaled Agile, translation quality, including that of our glossary, is critical. We don’t simply translate a term. We make sure every term has been discussed and thoroughly vetted by our passionate ICR team. Does the term or concept exist in the target language? If the concept can be translated in multiple ways, which one is most appropriate given the context? Do we use the traditional translation of the term or the anglicized version? Does the transliteration make sense instead? These are just a few examples of the questions that our ICR team addresses on a regular basis. 

After all, the glossary is an integral part of the learning experience. And we need to ensure that SAFe content is well-translated and of high quality. Thanks to our ICR team’s effort, the SAFe glossary is now available in 13 languages.

The holiday season is a perfect time for reflection. I’d like to take a moment to recognize the contribution of the ICR team and properly thank everyone who contributed. The list below includes past and current ICR team members (listed in alphabetical order by the first name). These individuals went above and beyond to contribute to the SAFe community by sharing their knowledge and devoting their time. They’re helping to make SAFe more accessible to learners worldwide.

Translating SAFe

I’d like to say a heartfelt thank you to our special ICR team because we couldn’t have done it without you! I look forward to working with everyone in the new year as we will continue to update the SAFe glossary and focus on courseware translations. 

Wherever you are, whatever you are celebrating, I wish everyone a healthy, happy holiday season!

Interested in becoming an ICR? Please click here to learn more.

About Yuka Kurihara

Yuka is Director of Globalization Services a

Yuka is Director of Globalization Services at Scaled Agile, Inc. She has 20+ years of experience building corporate globalization strategies and leading localization technology and operations in enterprises of all sizes. Connect with Yuka on LinkedIn.

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Connecting OKRs, KPIs, OVSs, and DVSs – For Successful SAFe® Implementation

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The title of my post may read like acronym soup but all of these concepts play a critical role in SAFe, and understanding how they’re connected is important for successful SAFe implementation. After exploring some connections, I will suggest some actions you can take while designing, evaluating, or accelerating your implementation.

KPIs and OKRs

The SAFe Value Stream KPIs article describes Key Performance Indicators (KPIs) as “the quantifiable measures used to evaluate how a value stream is performing against its forecasted business outcomes.”

That includes:

  • Health of day-to-day performance
  • Work to create sustainable change in performance

Objectives and Key Results (OKRs) are meant to be about driving and evaluating change rather than maintaining the status quo. Therefore, they are a special kind of KPI. Objectives point towards the desired state. Key results measure progress towards that desired state. 

But how do these different concepts map to SAFe’s Operational Value Streams (OVSs) and Development Value Streams (DVSs)? And why should you care?

Changing and Improving the Operation

Like Strategic Themes, most OKRs point to the desired change in business performance. These OKRs would be the ones that company leadership cares about. And they would be advanced through the efforts of a DVS (or multiple ones). 

For example, if the business wants to move to a subscription/SaaS model, that’s a change in the operating model—a change in how the OVS looks and operates. That change is supported by the development of new systems and capabilities, which is work that will be accomplished by a DVS (or multiple ones). 

This view enables us to recognize the wider application of the DVS concept that we talk about in SAFe 5. Business agility means using Agile and SAFe constructs to develop any sort of changing the business needs, regardless of whether that change includes IT or technology.

Whenever we are trying to change our operation, there’s a question about how much variability we’re expecting around this change. Is there more known than the unknown? Or vice versa? Are we making this change in an environment of volatility, uncertainty, complexity, and ambiguity? If yes, then using a DVS construct that employs empiricism to seek the right answers to how to achieve the OKR is essential, regardless of how much IT or technology is involved. We might have an OKR that requires business change involving mainly legal, marketing, procurement, HR, and so on, that would still benefit from an Agile and SAFe DVS approach.

These OKRs would then find themselves elaborated and advanced through the backlogs and backlog items in the various ARTs and teams involved in this OKR. 

In some cases, an OKR would drive the creation of a focused DVS. This is the culmination of the Organize around Value Lean-Agile SAFe Principle. This is why Strategic Themes and OKRs should be an important consideration when trying to identify value streams and ARTs (in the Value Stream and ART identification workshop). And a significant new theme/OKR should trigger some rethinking of whether the current DVS network is optimally organized to support the new value creation goals set by the organization.

Maintaining the Health of the Operation

As mentioned earlier, maintaining the health of the operation is also tracked through KPIs. Here we expect stability and predictability in performance. It’s crucial work but it’s not what OKRs or Strategic Themes are about. 

This work can be simple, complex, or even chaotic depending on the domain. The desire of any organization is to bring its operation under as much control as possible and minimize variability as it makes sense in the business domain. What this means is that in many cases, we don’t need Agile and empiricism in order to actually run the operation. Lean and flow techniques can still be useful to create sustainable, healthy flow (see more in the Organizational Agility competency). 

Whenever people working in the OVS switch to improving the OVS (or in other words working on versus in the operation), they are, in essence, moving over implicitly to a DVS. 

Some organizations make this duality explicit by creating a DVS that involves a combination of people who spend some of their time in the OVS and some of their time working on it together with people who are focused on working on the OVS. For example, an orthopedic clinic network in New England created a DVS comprising clinicians, doctors, PAs, and billing managers (that work the majority of their time in the OVS) together with IT professionals. Major improvements to the OVS happen in this DVS.

Improving the Development Value Stream

The DVS needs to relentlessly improve and learn as well. Examples of OKRs in this space could be: improving time-to-market, as measured by improved flow time or by improving the predictability of business value delivered, as measured by improved flow predictability. It could also be: organize around value, measured by the number of dependencies and the reduction in the number of Solution Trains required. 

This is also where the SAFe transformation or Agile journey lives. There are ways to improve DVSs or the overall network of DVSs, creating a much-improved business capability to enhance its operation and advance business OKRs. 

Implementing OKRs in this space relates more to enablers in the SAFe backlogs than to features or capabilities. Again, these OKRs change the way the DVS works.

Running the Development Value Stream

Similar metrics can be used as KPIs that help maintain the health of the DVS on an ongoing basis. For example, if technical debt is currently under control, a KPI monitoring it might suffice and hopefully will help avoid a major technical debt crisis. If we weren’t diligent enough to avoid the crisis, an objective could be put in place to significantly reduce the amount of technical debt. Achieving a certain threshold for a tech debt KPI could serve as a key result (KR) for this objective. Once it’s achieved, we might leave the tech debt KPI in place to maintain health. 

It’s like continuing to monitor your weight after you’ve gone on a serious diet. During the diet, you have an objective of achieving a healthy weight with a KR tracking BMI and aiming to get below 25. After achieving your objective, you continue to track your BMI as a KPI.

Taking Action to Advance Your Implementation Using OKRs

In this blog post, we explored the relationship between operational and development value streams and the Strategic Themes and OKRs. We’ve seen OVS KPIs and OKRs as well as DVS OKRs and KPIs. 

A key step in accelerating business agility is to continually assess whether you’re optimally organized around value. OKRs can provide a very useful lens to use for this assessment. 

Start by reviewing your OKRs and KPIs and categorize them according to OVS/DVS/Change/Run.

You can use the matrix below.

Run-focused OKRs

If you find some OKRs on the left side of the matrix, it’s time to rethink. 

Run-focused OKRs should actually be described as KPIs. Discuss the difference and whether you’re actually looking for meaningful change to these KPIs (in which case it really can be an OKR—but make sure it is well described as one) or are happy to just maintain a healthy status quo. 

You can then consider your DVS network/ART/team topology. Is it sufficiently aligned with your OKRs/KPIs? Are there interesting opportunities to reorganize around value?

This process can also be used in a Value Stream Identification workshop for the initial design of the implementation or whenever you want to inspect and adapt it.

Find me on LinkedIn to learn more about making these connections in your SAFe context via an OKR workshop.

About Yuval Yeret

Yuval is a SAFe Fellow and the head of AgileSparks

Yuval is a SAFe Fellow and the head of AgileSparks (a Scaled Agile Partner) in the United States where he leads enterprise-level Agile implementations. He’s also the steward of The AgileSparks Way and the firm’s SAFe, Flow/Kanban, and Agile Marketing. Find Yuval on LinkedIn.

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Adopting ABC – AI, Big Data, and the Cloud

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How the Business Agility Value Stream will prepare you to win in the post-digital economy with AI, big data, and the cloud.

Introduction

At the 2021 Global SAFe Summit, Dean Leffingwell presented the idea that we are at the threshold of a new technological revolution. A post-digital economy that’s being driven by the adoption of ABC: artificial intelligence (AI), big data, and the cloud. Dean further explained how the Business Agility Value Stream (BAVS) creates a system that will allow businesses to rapidly react to the insights provided by ABC.

If you’re anything like me, listening to Dean’s talk generated many different ideas. In fact, several weeks passed before I went back and re-listened to the keynote to identify the core intent of the talk.

Those insights are what I’m sharing with you today: an understanding of the BAVS and how the concepts of ABC fit into the future of organizations using SAFe.

The Business Agility Value Stream

The value stream construct has been discussed in every version of SAFe dating back to SAFe 2.5 (2013). However, the conversation wasn’t top-of-mind until SAFe5 and the introduction of SAFe Lean-Agile Principle #10, Organize Around Value.

Now, and rightfully so, every organization that seeks to embrace SAFe is challenged to identify and optimize how value reaches the customer via their operational value streams (OVSs). We then challenge organizations to go a step further and optimize the relationship between the OVS, its supporting development value streams (DVSs), and the Agile Release Trains (ARTs) that realize them by considering complexities of the business architecture, technical architecture, and how the people who support the systems are dispersed. 

We do our best to support SAFe enterprises and SPCs in this difficult conversation with the Value Stream and ART Identification workshop, and the newly released Value Stream Mapping workshop (both are available on the SAFe Community Platform). Even with the assets and expert consulting available, changing and optimizing the system to focus on outcomes instead of outputs is no small undertaking. And for what purpose?

Though optimizing these value streams is a goal, we must also consider why optimized value streams are so important and what to do with them.

Enter the BAVS.

business agility stream

Powered by optimized OVSs and DVSs, the BAVS puts those charged with strategy in a position to: 

  • Sense market opportunities
  • Formulate a hypothesis to exploit the identified opportunity via the Lean Business Case
  • Gain alignment and approval to pursue an MVP through Lean Portfolio Management (LPM)
  • Organize around value by introducing the MVP to existing ARTs (or if needed, standing up a new ART)
  • Leverage the tools of Agile product management and design thinking
  • Develop a customer-focused solution
  • Deliver the MVP in 2–6 months via the continuous delivery pipeline
  • Monitor the solution in LPM to determine if the hypothesis holds true or needs to be reconsidered
  • Continue to deliver value and learn until the business opportunity has been fully leveraged

What is ABC?

With the system optimized and the BAVS in place, you are likely now left wondering how the enterprise is expected to sense emerging business opportunities. Though expertise and experience continue to play a role in how opportunities are addressed, we can no longer afford to guess where the next opportunity lies. Partly because an uninformed guess is full of risk to revenue, team stability, and market reputation, but mostly because uninformed guesses could rapidly destroy a business. In the post-digital economy, the amount of time required for an organization to recognize an opportunity, ruminate about how to address it, and then put the plan into action is far greater than the window of opportunity will remain open.

This is where ABC comes in—its three elements power the modern decision engine. 

AI

There are bound to be some really cool applications for AI, but I suspect that the majority will be less dramatic than its portrayal in Hollywood. For many of our organizations, AI will be put to use to address customer service, mitigate fraud and other risks, optimize development processes, and identify emerging trends in data. In terms of the BAVS, when leveraged, AI will serve as the trigger that identifies market opportunities and threats that the BAVS will respond to through business insights, operational efficiencies, and intelligent customer solutions.

Big Data

For AI to work effectively, the algorithms require access to large amounts of data—the more the better. Fortunately, many companies have decades worth of historical data and are collecting more each day. The problem that many organizations are addressing is how to pool that data into an easily accessible common format, but that is a conversation for another day. 

Data is the answer. And for it to power organizations, it cannot be bound by organizational politics or structures. The key to enterprise success in the next digital age is in the organization’s data. We only need to ask the right questions of the data. 

Cloud

With so much data and so much analysis required to make sense of it all, we are fortunate to live in the age of infinitely scalable infrastructure via the cloud. Imagine 15 years ago the amount of work required to bring 100 new CPUs online to address a complex problem. An undertaking of this magnitude would have required new servers, racks, bandwidth, electricity, and a facility to store the new hardware. It would have taken months to a year or longer to bring online.

Today, we can scale our infrastructure to nearly infinite capacity with the touch of a button, and descale it nearly as fast. We have the capacity (cloud), we have the resources (data), and we have the capability (AI) to win in the post-digital economy. The only thing that stands in the way of exploiting those elements is changing our system of work to keep pace.

What Will You Do with ABC?

The purpose of the Scaled Agile Framework is to help organizations thrive in this technological revolution and those that are sure to come. The mission of SAFe is to work differently and build the future. The path to achieving our mission and purpose is constantly evolving with the world of business and technology. Though we don’t claim to have all of the answers, we’re confident that we can provide the tools and intent to help organizations solve for their own unique context.

The BAVS is the latest evolution of a perspective that started nearly eight years ago with improving the delivery of technology to the enterprise. We’re excited to see what organizations do with ABC and how their BAVS delivers value and change to the world. Especially as all we do becomes more interconnected and the true possibilities of the near-limitless potential of people become more apparent.

About Adam Mattis

Adam Mattis is a SAFe Fellow and a SAFe® Program Consultant Trainer (SPCT) at Scaled Agile with many years of experience overseeing SAFe implementations across a wide range of industries. He’s also an experienced transformation architect, engaging speaker, energetic trainer, and a regular contributor to the broader Lean-Agile and educational communities. Learn more about Adam at adammattis.com.

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The Unparalleled Value of Emotional Intelligence – Business Agility Value Stream – Part Two

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If you’ve read the first post in my blog series, you may have been inspired to think about how the emotional intelligence competencies manifest in every step of the business agility value stream. From identifying and sensing the opportunity to learning and adapting to ultimately delivering on the business opportunity. So, if we can measure emotional intelligence competencies, my hypothesis is that they, directly and indirectly, impact flow and outcomes as well.

Let’s go step by step in the business agility value stream and see how applying emotional intelligence directly impacts flow and outcomes.

business agility

Sensing the opportunity involves market research, data analysis, customer feedback, and directly observing customers in the marketplace. Applying your own self-regulation, empathy, and social skills can help you have more productive empathy interviews, obtain less-biased, face-to-face research, and control how you react to customer feedback. 

This key step in the organizational agility competency involves not only leaders applying ‘go see’, but offering the same ‘go see’ opportunities to other key roles in the development value stream so that they can better understand and reason about the problem to solve. This expands the social networks so that they can apply and evolve their emotional intelligence competencies to effectively communicate, pitch, reason, and articulate effective hypothesis statements that inspire and engage innovation.

Funding the minimum viable product (MVP) requires the motivation and social skills to help drive change, innovate, and communicate intent at scale. We all know this isn’t easy. It requires you to craft the “why” and use your social skills of influence and conflict management to negotiate and secure the funds. Some of the recommendations from the Lean Portfolio Management competency where we can leverage these social skills include:

  • Engage in participatory budgeting
  • Establish flow and stakeholder engagement through the portfolio Kanban system
  • Roadmap the portfolio
  • Integrate enterprise architecture and SMEs
  • Realize epics
  • Establish Lean budgets and guardrails 

Organizing around value requires even more of the social skills around communication, building new bonds, and fostering the information coherence necessary to build some of the world’s most complex systems. As well as the ability to connect to the customer so that our people embrace and understand what value they’re trying to deliver.

Team and technical agility and organizational agility not only aid in building these bonds but can leverage and grow all of the emotional intelligence competencies of self-awareness, self-regulation, motivation, empathy, and social skills. This can be amplified with the coveted help from our scrum masters and RTEs. 

Connect to the customer leverages our Agile product delivery and enterprise solution competencies and their design thinking skills to listen, reflect, empathize, and connect with the people for whom we’re designing solutions. 

This requires going deep into the empathy competency of emotional intelligence by leveraging our service-orientation mindset so that we can foresee, recognize, and meet customer needs. Diversity is also important for the ongoing development of opportunities and awareness in all societies and social circles. If we can evolve the empathy competency in all aspects of product and solution delivery, we have the opportunity to excel beyond our competitors in delivering value. 

Delivering that MVP calls upon our product and solution delivery folks to lead, and our social networks to collaborate, iterate, communicate, and deliver using their motivation and social skills. It also pulls highly on our social networks to have courage, collaborate and cooperate, take risks, and instrument rapid change so that we can learn and adapt to our ever-changing market landscapes.

Pivot or persevere pulls on the need for empathy when things don’t turn out as desired and the time comes to pivot or persevere. Our Lean portfolio management fiduciaries reason about the data, facts, and outcomes of the MVP and could quite possibly pivot to a direction of a higher cost of delay at any moment. This means we need to abandon our emotional attachment to what we created and turn to the next-highest value delivery. Self-regulation and empathy both play strongly in this step of the business agility value stream. Having the emotional awareness of why our folks are for or against any change in this step can help mitigate any delays in fostering rapid change and learning. 

Deliver value continuously imposes that our product and solution delivery people and ARTs always work together to share knowledge, build out that continuous delivery pipeline, and innovate. The continuous delivery pipeline and our DevOps mindset enable that fast-feedback loop to foster our continuous learning culture. Our iterative and incremental heartbeat also facilitates that continuous value delivery and learning cycle. All require using our social skills to grow and enable knowledge transfer and information coherence so that the social network can continue to thrive and innovate.

Our learn and adapt cycle is integral to the process, Measuring our emotional intelligence competencies will help us learn and grow our own selves alongside the SAFe core competencies. After all, if we don’t learn about ourselves, how can we show up with our truest authenticity to grow and foster that continuous learning culture?

Lean-Agile leadership enables the business agility value stream, as does the evolution of everyone’s emotional intelligence. Leaders model and leverage all of the emotional intelligence competencies so that our development value streams can evolve both their business agility competencies and their emotional competencies. If we don’t consider human emotion, we can inhibit flow, people shut down and lose their motivation, and thus jeopardize providing value to our customers.

business agility

Now, if the business agility value stream is a perspective across operational and development value streams, then the benefits, interactions, and human impacts that the emotional intelligence of the development value stream network provides to the operational value stream will propagate and evolve. The interactions and modeling of emotional intelligence will have a bi-directional impact that will engage and accelerate the operational value stream in delivering value. 

I hope I’ve provided a perspective that it’s not just mastering the SAFe business agility process competencies that enable business agility. The evolution of human emotional intelligence impacts the flow and outcomes of the business agility value stream every step of the way. As I mentioned in part 1 of this blog series, Goleman’s personal competencies of self-awareness, self-regulation, and motivation fuel our human agency and our ability to manage our own emotions. The social competencies of empathy and social skills fuel how we handle relationships. Together, the evolution of emotional intelligence within our organization increases our ability to deliver value to our customers, as well as value to our individual people. What enterprise doesn’t want that?

At this point, you may be asking, “Well, how can I bring these into my SAFe transformation and journey toward business agility?” 

Here are a few techniques to get you started on your emotional intelligence journey:

  • Start with you. Allow time for self-reflection, self-work, and to recharge yourself. Leverage your retrospectives, your own personal plan-do-check-adjust cycles, and the teaming activities to evolve your emotional intelligence competencies. Integrate some emotional intelligence workshops with your leaders and teams to help evolve and experience the competencies, starting with self-awareness and self-regulation. This will help build trust so you can continue to unfold into the deeper and perhaps more sensitive competencies of empathy and social skills. 
  • Grow your own internal and external coaching network. In the same way that sports teams need coaches, our operational and development value streams and the individuals within them need coaches too. They help with all aspects of emotional intelligence, wherever folks may need or want assistance. They can provide the tools and techniques to become more self-aware, provide exercises for self-regulation and motivation, and practice empathy. Not to mention offer assistance to help people evolve their social skills. And even more powerful, coaches model the behaviors so that our social networks can lean into what they see and learn.
  • Create a community of practice around the competencies and practices. In the latest Leading by Example module that Scaled Agile released, one of the beautiful outcomes was a cohort that trusted each other and was willing to share their deepest challenges with authenticity. This type of network provides the power of a safe space that people can always come back to, to practice, share ideas and concerns, and grow without judgement or fear.
  • Help evolve assessments around Goleman’s Emotional Intelligence Competency Framework. And measure the evolution within your people and the enterprise. You’ll start to see some correlations between the SAFe measurements of flow, competencies, and outcomes.
  • Share with our community. We’d love to hear how evolving your enterprise intelligence will help your employees achieve their aspirations and help customers receive better products and solutions.

And, reach out to me. I’d love to hear how it’s going so I can learn and grow with you! I may not have been born with emotional intelligence but I’m passionate about learning and evolving with you. Find me on LinkedIn.

About Jennifer Fawcett

Jennifer is a retired, empathetic Lean and Agile leader, practitioner,

Jennifer is a retired, empathetic Lean and Agile leader, practitioner, coach, speaker, and consultant. A SAFe® Fellow, she has contributed to and helped develop SAFe content and courseware. Her passion and focus have been in delivering value in the workplace and by creating communities and culture through effective product management, product ownership, executive portfolio coaching, and leadership. She has provided dedicated service in these areas to technology companies for over 35 years. Connect with Jennifer on LinkedIn.

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5 Scrum Master Tips for Keeping Your Retros Fresh

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Let’s talk about retrospectives. Inviting feedback on your team’s performance is a critical part of building a continuous learning culture. Retros can quickly tell you whether your team is still storming and norming (per Tuckman’s stages of group development) or humming with psychological safety. 

But we’ve heard stories about retrospectives devolving into blame-a-thons where people just point fingers. Or there are the retros with crickets, because no one wants to speak up. And if you do them after every iteration, retrospectives can easily start to feel stale.

scrum master

For scrum masters, the ultimate servant leaders, retros can be particularly challenging. You’ve got to keep your team engaged and try to make sure every team member’s voice is heard. You have to get your team to share feedback that’s thoughtful and constructive, rather than critical of individuals or other teams. And you have to facilitate this one-hour event—in all its tense, emotional, or boring glory—into tactical improvement items. No big deal.

Whether your team is phoning it in during retrospectives or you’re just looking for ways to improve yours, here are Leadership agility ideas to try.

1. Start with appreciations.

This retrospective advice comes to us from Lloyd Chaka of Emerson Solutions. Before adding your retro items to the team board, begin with shout-outs to fellow team members. Research shows that giving and receiving recognition can have a huge impact on people’s engagement and productivity. And productivity can improve the entire organization’s performance. Plus, appreciations just feel nice.

2. Play music.

Here’s a tip we learned from Sina Bleckwedel, now an RTE at NXP Semiconductor: Ask your team members what their favorite songs are. Then, start your next retrospective by playing one of those songs. Sina found that playing her team’s preferred music in the background while they were adding items to their retro board helped create a relaxing, fun, and familiar mood.

Hear more tips from Sina, Lloyd, and other scrum masters and RTEs in “Common Daily Challenges of a SAFe Professional” at the SAFe Community Forum.

3. Try out the retrospective templates in SAFe® Collaborate.

If your team’s getting sick of traditional stickies-on-a-board, we’ve got some plug-and-play templates to help you reframe your retros. Here’s one: imagine your team as a sailboat. In the last sprint, what felt like an anchor, and what puts wind in your sails? Log into the SAFe Community Platform, open SAFe Collaborate under the Implement tab and then search for “retro” to see all the templates.

templates in SAFe® Collaborate

4. Integrate an icebreaker.

Okay, so your team trades memes on Slack or stares at each other’s faces in video chats. That doesn’t mean you really *know* each other. Icebreakers can be a great way to encourage openness and build trust, which is what you need to create retros that are actually helpful. Here are some icebreakers recommended by SAFe scrum masters in the SAFe Community Platform’s Scrum Master Forum, and here’s a huge, crowd-sourced list of even more icebreakers.

5. Pull your retrospective into your daily stand-up.

Turn your stand-up into a quick retro with this great technique suggested by one of our members in the Scrum Master Forum, who learned it from the Chelsea football team. To encourage reflection, accountability, and improvement, ask these four questions during your stand-up. (If you do them near the beginning of the day, ask the questions about yesterday; if you do stand-ups near the end of the day, ask the questions about today): 

  • What did I want to happen yesterday?
  • What actually happened?
  • What caused the gap between my plans and reality?
  • What am I going to do differently, or how could the team help?

Want to keep improving your scrum master skills? 

As a SAFe Certified scrum master you’ve got access to some great new resources, just for you. 

If you’ve set your SAFe Community profile to include your role as scrum master, when you log in you’ll now see a dedicated scrum master home page. This page can help you find the scrum master resources you need, faster. 

We’ve also developed new guides designed to help you improve your day-to-day facilitation of SAFe events. These facilitation guides reflect input from professional enterprise scrum masters that we think you’ll find extremely useful! Visit the Implement > SAFe Art & Team Events > Team Events page to find guides for running daily stand-ups, iteration planning, iteration reviews and demos, backlog refinement, and of course, iteration retrospectives. 

Have fun, do great work, and please share your feedback with us!

About Madi Fisher

Madi Fisher - scrum master

Madi is the scrum master for the Information Technology and SAFe® Collaborate teams at Scaled Agile. She believes in the power of people and what they can accomplish as a team. And she loves being the glue that helps teams stick to a common goal—all while having fun. Madi’s secret sauce mixes the spirit of collaboration, a shared vision, and being customer-centric. Connect with Madi on LinkedIn.

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The Unparalleled Value of Emotional Intelligence, Part One

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Not everyone is born with emotional intelligence. Most people associate intelligence with IQ (intelligence quotient), a number that represents a person’s reasoning ability, measured using problem-solving tests. Emotional intelligence is a series of learned human behaviors that can also be measured.

And some of the science behind it confirms that emotional intelligence is a better indicator of how well a person will succeed in their career. It can also be a measurement of value that can determine whether or not a company is progressing toward business agility.

This blog post is based on Daniel Goleman’s work; he has about 16 books written on the topic. The one that I gravitated to was Working with Emotional Intelligence because it has a framework around the competencies that we can grow. That framework goes deep into self-awareness, self-regulation, motivation, empathy, and social skills. I’ve worked with all of those competencies to help evolve SAFe transformations. Why? Because evolving one’s emotional intelligence is germane to the critical roles, events, and activities that occur. Emotional intelligence competencies affect the human aspect of change, the natural resistance to change, and the ability to inspire everyone around shifts in direction, visions, and ultimately, value. 

I personally find the topic fascinating. In the title of Goleman’s book, “Working” is the key word. Emotional intelligence isn’t something we’re born with, and honestly, not everyone chooses to “work” with this type of awareness and the elements that support their growth.

emotional intelligence

Goleman categorizes five dimensions of emotional intelligence:

Self-awareness

Self-regulation

Motivation

Empathy

Social skills

And those five dimensions fall into two buckets: personal competence, and social competence. He cites each competency that supports them as independent (each makes a unique contribution to your job or life performance), interdependent (each draws to a certain extent upon others, with some strong interactions), and hierarchical (the emotional intelligence competencies build upon each other). Goleman goes on to say that they are all necessary, but not sufficient. In other words, having emotional intelligence does not guarantee that you’ll develop or display competencies such as collaboration or leadership, which are crucial in any SAFe transformation. Other factors such as your organization’s climate or culture or your personal interest in your job, will highly influence how the competencies manifest.

And finally, the dimensions are generic. They all apply to most jobs, yet some jobs will require differing competence demands. For example, you’ll leverage some of them for different career paths within or outside SAFe transformations. 

  • Product managers, product owners, and architects will mostly likely lean on their motivation and empathy capabilities to share and inspire others through their vision, backlogs, and value to customers.
  • Release train engineers will lean on empathy and their social skills to foster healthy, thriving, innovative teams.
  • Operations folks will leverage their personal motivation and social skills to reach out to developers and teams to see how they can help and evolve the CALMR side of our DevOps practices.
  • And our c-suite of leaders and business owners will absolutely lean on most, if not all, of the competencies. Either way, in respect to those we serve, these competencies all have a long-lasting impact on organizations and humanity as a whole.

Hard Skills, Not Soft Skills

Now, you may not think you care about what some refer to as “soft skills.” The reality is that emotional intelligence represents hard skills and they have a long-lasting impact on how the people around you will ultimately behave and perform. These skills are probably the most difficult to embody because you have to work on yourself, make yourself vulnerable, and be emotionally transparent and available. And you have to show up for those major events with perhaps your highest level of awareness and the associated intelligence on how you handle your emotions. Holding successful events such as PI planning, participatory budgeting, value stream identification workshops, visioning, inspect and adapt, are just some of the critical activities within SAFe that absolutely depend on you working with your emotional intelligence competencies.

Here’s a summary of Goleman’s emotional competencies, and some advice on how you can apply them in your world.

Personal competence

We use self-awareness, self-regulation, and motivation to manage ourselves. And to recognize and understand our moods, emotions, and drives, as well as the effect they have on others. When we’re building our development value streams and designing our ARTs, this is critical. 

Self-awareness is knowing yourself, your internal states, your preferences and impulses, your cognitive resources, and your intuitions. Having self-awareness allows us to show up with humility and vulnerability around who we are and how we behave. This competency directly impacts our culture and how we learn together. 

Self-regulation builds upon self-awareness. It teaches you how to regulate and manage your internal states and your impulses. Being able to self-regulate enables you to control or redirect disruptive impulses and moods—and to suspend judgment so that you think before you act. Self-regulation requires you, as a leader, to take time for yourself, recharge your batteries, reflect, and learn how you can improve. Self-regulation impacts SAFe implementations in many ways. Imagine you’re in that meeting where the in-house “un-self-aware” leader shows up with their own agenda and aggressively promotes their views—without listening, self-regulating, or empathizing with others. The result? Attendees shut down, feel disengaged, unheard, and even worse, not valued as humans. Now, imagine you’re in the same meeting where your most evolved, self-aware, and self-regulated leader shows up. This leader listens, empathizes, self-regulates their opinions, and engages the views inclusive of the entire group. People feel heard, appreciated, and excited to be a part of something. Which meeting do you think will have better outcomes?

Motivation includes the emotional tendencies that guide or facilitate us in reaching our goals. Motivation embodies a passion to work for reasons that go beyond money or status. This is our inner drive to pursue goals with energy and persistence. What motivates us to pursue a hobby or to give back? And how do we show up, lead, and inspire with motivation? Motivation directly impacts how we get behind a vision and mission, and invest our passions and emotions into delivering value to our customers.

Social competence

I mentioned that personal competence, the first area of emotional intelligence, is a foundation or prerequisite for social competence. That’s because self-awareness is critical to be empathetic and grow the social skills required to scale. Why is that?

In order to work with emotional intelligence and grow our personal competence, we need to know ourselves intimately and be self-aware of our own behaviors. Once we develop that human agency, which includes self-awareness, self-regulation, and motivation within ourselves, we open up our personal aperture to model this behavior. And to help others and our organization authentically fuel and support that second operating system. That second operating system encompasses our social networks, our development value streams, and our Agile Release Trains (ARTs). Our development value streams are our people, aligned to a common goal or mission of delivering value to our customers.

Knowing yourself fuels the social competence dimensions of empathy and social skills.

These determine how we handle relationships. And in our SAFe enterprises, our social networks and social competence, and the development value streams in which they live, are critical for delivering value and the economics that fuel our enterprise mission. These competencies foster communication, knowledge transfer, and information coherence, which attempts to describe how much information in the current state of communication will remain after the state goes through the channel. The channel includes your teams, your ARTs, your developers, and ultimately, your business partners and customers. All are critical to delivering value to customers.

The first element within the social competence dimension is empathy. This is the ability to understand and share the feelings of others. It’s the awareness of others’ needs, concerns, pains, and what it is they want to gain. 

From a scaling Agile and business agility perspective, social skills competencies are probably most important because they shape proficiency in inducing desirable responses in others.

They are deep and include adeptness in influence, communication, conflict management, leadership, initiating or managing change, building bonds, and collaboration. They also create group synergy in our teams’ capabilities. Think about it. Aren’t these all learned behaviors that we encounter every day in our SAFe transformations?

The premise of this blog post is that emotional intelligence has an unparalleled value that can be measured. But how? Emotional intelligence seems like a personal journey. But if we know this is important personally, then it has to have an impact at scale. And when we look at SAFe measurements of flow, outcomes, and competencies, they seem logical to measure from an emotional competence perspective as well. After all, we measure all the other competencies, why not emotional intelligence?

Learn More

If you attended the Global SAFe Summit but didn’t catch my talk about emotional intelligence, watch it on-demand here. Read Daniel Goleman’s book Working with Emotional Intelligence to evolve your emotional intelligence journey.

In the next post in my blog series, I’ll discuss how the emotional intelligence competencies, directly and indirectly, impact SAFe’s Business Agility Value Stream. And how you can leverage them for better results from a flow and outcomes perspective.

About Jennifer Fawcett

Jennifer is a retired, empathetic Lean and Agile leader,

Jennifer is a retired, empathetic Lean and Agile leader, practitioner, coach, speaker, and consultant. A SAFe Fellow, she has contributed to and helped develop SAFe content and courseware. Her passion and focus have been in delivering value in the workplace and by creating communities and culture through effective product management, product ownership, executive portfolio coaching, and leadership. She has provided dedicated service in these areas to technology companies for over 35 years. Connect with Jennifer on LinkedIn.

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8 Patterns to Set Up Your Measure and Grow Program for Success

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We all know that any time you start something new in an organization it takes time to make it stick, and if teams and leaders find value, they will work to keep a program flourishing. The same is true when you implement a Measure and Grow Program within your organization. It takes planning and effort to get it started, but the rewards will definitely outweigh the efforts in the end.

At AgilityHealth®, our Strategists work with organizations every day to help them set up Measure and Grow programs that will succeed based on their individual needs. Through their experiences, they have noticed some consistent patterns across our customers, both commercial and government, for- and non-profit. Understanding these patterns can help you set up a program that’s right for your organization.

Before we jump into the patterns, let’s review what a Measure and Grow program is. Simply stated, it’s how you will measure your progress toward business agility. When we look at how Enterprise Business Agility was defined by Sally Elatta, AgilityHealth Founder, and Evan Leybourne, Founder of the Business Agility Institute, you can see why this is important.

The ability to adapt to change, learn and pivot, deliver at speed, and thrive in a competitive market.

Sally Elatta, CEO AgilityHealth and Evan Leybourn, Founder, Business Agility Institute

We need to maintain our competitive edge, and in the process, make sure that healthy teams remain a priority—especially as we start to identify common patterns across teams.

Patterns

  1. Define how you will measure success.

Bertrand Dupperin said, “Tell me how you will measure me, and I will tell you how I will behave.” This is true of our teams, our team members, and our leaders. After this success criteria have been defined, allow the team members to measure themselves in a safe environment where they can be open and honest about their maturity with a neutral facilitator. The process of actioning on the data is very powerful for teams.

  1. Provide a way to help teams grow after you measure them.

“Measurement without action is worthless data.” (Thanks, Sally, for another great bit of wisdom.) When you set up your Measure and Grow program, make sure it includes a way for teams to learn and mature.

Some of the common ones we see are:

  • Dojo teams—high-performing teams paired with new or immature teams to help them learn
  • Pre-defined learning paths for teams using instructor-led or virtual learning
  • Intentional learning options for teams through Communities of Practice or other options
  • Pairing/Mentorship/Accountability Partners
  1. Tie the results to the goals.

“Why are we taking the time to do this?” This is a common question that teams and leaders ask when we are starting Measure and Grow programs. They feel that the time reserved for an Inspect and Adapt session could maybe be used to tie up those last few story points or test cases, when in reality there is a corporate objective to mature the teams. Be sure to share these kinds of goals with your teams and managers so they understand that this is important to the organization.

  1. Provide a maturity roadmap that takes the subjectivity out of the questions.

We all have an idea of what “good” looks like, but without a shared understanding of “good”, my “good” might be a 3, my teammate’s might be a 4, someone else’s might be a 2, and so on. When you share a common maturity roadmap to provide context for your assessment, your results will be less subjective.

  1. Measure at multiple levels so that you can correlate the results.

When we just look at maturity from the team perspective, we get one view of an organization. When we look at maturity from the leadership and stakeholder perspectives, we get another view. When we look at both together—the sandwich model—we get a three-dimensional view and can start to surmise cause and effect. This gives a clearer picture of how an organization is performing.

  1. Minimize competing priorities and platforms.

Almost all teams, regardless of organization, share that there are too many systems, too many priorities, too many everything (except maybe pizza slices …). Be sure to schedule your measurement and retrospective time when the team is taking a natural break in their work. Teams should take the time to do a strategic retrospective on how they are working together at the end of every PI during their Inspect and Adapt, so use that time wisely.

  1. Engage the leaders in the process.

When this becomes a “we” exercise and not a “you” exercise, then there is a sense of trust that is built between the teams and their leaders. Inevitably the teams are going to ask the leaders for assistance in removing obstacles. If the leaders are on board from the start and are expecting this, and they start removing them, this creates an atmosphere of psychological safety where teams can be honest about what they need and leaders can be honest about what they expect.

  1. Remember, this is all change, and change takes time.

Roy T. Bennett said, “Change begins at the end of your comfort zone.” It takes time, perseverance, and some uncomfortable conversations to change an organization and help it to grow. But in the end, it’s worth doing.

Get Started

Setting up a Measure and Grow program isn’t without its struggles, but for the organizations and teams that put the time and effort into doing it right, the rewards far outweigh the work that goes into it. If you would like to chat with us about what it would take to set up your Measure and Grow program, we’re ready to help.

About Trisha Hall

Trisha Hall - AgilityHealth’s

Trisha has been part of AgilityHealth’s Nebraska-based leadership team since 2014. As VP of Enterprise Solutions, she taps into her 25 years of experience to help organizations bring Business Agility to their companies and help corporate leaders build healthy, high-performing teams. Find Trisha on LinkedIn.

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