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Australia Post – Implementing SAFe in Delivery Services

“SAFe has really helped bring the organization along its transformation journey. Its real value has been in the way it links strategy with decentralized execution, using metrics to enable a high level of transparency and fact-based decision making to focus on achieving business outcomes.”

–Natalie Field, Head of MyPost Consumer

Challenge:

Effectively deliver solutions that sustain and further enable Australia Post as a trusted services provider, and delight customers with personalized digital products and services.

Industry:

Delivery Services

Results:

100-fold increase in yearly production deployments with 98% cost reduction, enabling iterative product development
400% Agile Release Train productivity increase over 18 months
Strong overall delivery predictability of 80%+
First-Time Delivery rate improved by 7 percentage points
Net Promoter Score rose by 8 points
Increased employee satisfaction and engagement

Best Practices:

Establish a learning and improvement mindset – Place a primary focus on learning and continuous improvement across all facets of delivery to achieve consistent growth in maturity and effectiveness.
Measure outcomes – Enabling a metrics and measurement capability links teams to business strategy and is key to ensuring business outcomes are effectively achieved.
Align to DevOps principles – Building a strong technology delivery platform aligned to DevOps principles enables iterative and innovative product
Focus on the entire system of work – Build organizational advocacy and sustainability by facilitating change and enablement for shared teams that support and govern Agile Release Trains.

Introduction

Australia Post is Australia’s iconic postal services provider. For 208 years, the organization has been integral to how people and communities connect across Australia. Through a collective workforce of over 50,000 people, Australia Post serves communities, citizens, and businesses, from large corporations to government departments.

Australia Post - Implementing SAFe in Delivery Services

Like many organizations, Australia Post’s business has been disrupted and must transform to adapt to the digital era. Traditional business pillars such as letters are in persistent decline, while the company faces fierce competition, but also immense opportunity with the growth of ecommerce. For Australia Post, that opportunity lies in creating sustainable competitive advantage through trusted relationships between consumers, businesses, and government.

Given these forces, Australia Post needed a new way of working to both sustain and further enable the organization as a trusted services provider, and to delight its customers with personalized digital products and services.

SAFe: Driving Change with Lean Structure and Common Language

Over the past four years, Australia Post has invested in its technology, people, and culture to change the way it works to focus on customer experiences and continuous innovation. To help achieve this agility in business, Australia Post selected and adopted the Scaled Agile Framework® (SAFe®) not only as an operating model but as a tool for change. With SAFe, the organization aims to describe, communicate, and build an understanding of how to leverage Lean and Agile principles across the organization.

“The structure and discipline outlined in SAFe have been a powerful way to communicate a different way of working,” says Daniel Fajerman, Head of Digital Engineering. “Using an industry-proven framework offered a strong basis to start the conversation about working differently, providing a common language and consistent base to work off.”

Achieving Sustainable Change

The goal at Australia Post is sustainable, lasting change that fundamentally shifts how the organization approaches and delivers against its strategies. To do so, Australia Post must equip its people with knowledge and the ability to advocate for and be a part of this new way of working.

A broad and comprehensive training and enablement strategy was rolled out across the organization to build experience and maturity. With help from Mark Richards of CoActivation, a Scaled Agile partner, Australia Post trained more than 900 people in Leading SAFe^® and SAFe for Teams^® courses. This included key roles across executive leadership, within business functions such as finance, risk, architecture, security, marketing and sales, and of course technology leadership and teams.

From the beginning, Australia Post applied a persistent focus on cadence and synchronization – keys to building alignment and embedding disciplined delivery practices across diverse teams. With all of Australia Post on the same sprint (and then Program Increment) cadence, scaling teams and ultimately forming these into Agile Release Trains (ARTs) became a natural evolution.

Achieving sustainable change focused on four key interrelated areas of emphasis across the organization:

Cross-functional, long-running teams – Moving from transient project teams to cross-functional, long-running teams aligned to customer experiences was a foundational, critical change to the way people work.

Culture – Australia Post invested significantly in evolving the culture of the organization to one where curiosity, innovation, and a learning mindset predominate.

Technology enablement – Beyond cultural and process changes, improving delivery flow and time-to-value requires an effective build pipeline and deployment infrastructure aligned to DevOps principles.

System of work – Implementing a new way of working spans well beyond delivery teams to every part of the organization that supports the delivery of business initiatives. The change team worked closely with shared services groups to tailor approaches to enable and meet their needs under the Framework, including new innovative funding and governance models.

This multi-pronged approach formed sustainable building blocks for change and enablement. With the goal of implementing Agile Release Trains (ARTs), the early focus was on long-running teams and culture to allow maturity to build and grow. The greatest traction came with the advocacy and leadership of business sponsors and leads, who understood the increased business opportunity and had confidence in the delivery model.

MyPost Consumer – Creating a Platform for Personalized Services

Today, five ARTs now support Australia Post’s value streams and associated enterprise strategies. One of those trains, the MyPost Consumer ART, sits within Australia Post’s Consumer market segment value stream. Established in 2015 to play a significant role in the shift toward customer centricity, MyPost Consumer is creating an omni-channel platform to offer personalized services to customers. The train’s primary focus: the parcel delivery experience, which sits at the heart of Australia Post’s business.

The train is made up of 110 cross-functional roles, with each team responsible for specific components of the parcel delivery experience. As a multi-channel, multi-technology program, only 30% of features are purely digital. The most impactful features require changes to multiple channels and enterprise technology systems.

“Getting the job done right is about focusing as much on how we work together, as what we are working on,” says Natalie Field, Head of MyPost Consumer. “We know there are many unknowns in achieving our program strategy and we don’t, and won’t, always get it right. However we also know that by respecting each other, and staying committed to rapid learning cycles, we will always come up with great solutions. “

The train has achieved strong outcomes over the past couple of years. Australia Post attributes the success of the train to several pillars:

Create a customer-centric culture
Building a customer-centric culture meant creating an environment that empowers the entire team to make fact-based, data-driven decisions and equipping everyone to be advocates for the customer experience.

Focus on metrics to drive business outcomes
A strong focus on measurement has resulted in significant positive impact across the organization’s primary success measures. To help achieve this outcome, teams are equipped with technology tools and the ability to collect and report on data. This empowers teams to learn fast about in-market feature performance and make changes when necessary. The result is a data-driven approach to how the train identifies, prioritises, implements, and learns from each Program Increment.

Improve continuously for greater predictability and performance
Success of the train hinges on an ability to improve continuously and focus relentlessly on evolving the experience to meet customer needs. The train adapts and responds to market demands, continually improving technology capabilities to advance the business across its digital channel, retail stores, delivery network, and call centre.

Raising Satisfaction and Throughput, with Lower Cost

A strong focus on measurement and learning to maximize business outcomes resulted in significant positive impact:

Improved first-time delivery – The First-Time Delivery rate jumped by 7 percentage points over 12 months.
Reduced cost – Australia Post reduced its infrastructure costs by 98%.
Predictability – The train consistently delivered on 80% or more of its objectives.
Customer satisfaction – The Net Promoter Score rose by 8 points over the course of one year.
Employee engagement – Employee satisfaction and engagement increased.
Industry accolades – The train was voted the Best Customer Centric Project in Australia / New Zealand by the CX Management Conference.

Australia Post continues to evolve and grow to meet the needs of its business. Its focus on continuous improvement means the organization ever challenges itself to create the next wave of trusted services for its customers.

“SAFe has really helped bring the organization along its transformation journey,” Field says. “Its real value has been in the way it links strategy with decentralized execution, using metrics to enable a high level of transparency and fact-based decision making to focus on achieving business outcomes.”

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Standard Bank – Successful SAFe Journey to Agile at Scale

Presented at 2017 SAFe Summit by Alex Keyter, Lean-Agile Coach at Standard Bank

Standard Bank embarked on a SAFe transformation journey in 2014 with IT initiating approximately 600 projects annually to help keep the bank at the leading edge. Historically, teams completed only a small percentage of projects within the defined timeframe, budget, and scope.

A visit to Silicon Valley’s top technology companies by our IT executives triggered the start of a number of Lean-Agile proofs-of-concept, showcasing the potential of Agility in the enterprise. However, their efforts stalled when they attempted to expand beyond a few development teams working in isolation.

With a clear IT strategy in place, the Standard Bank turned to the Scaled Agile Framework® (SAFe®) and gained support from its executives to forge ahead with deploying the Scaled Agile Framework across the organization. Prior to launching the first Agile Release Train, significant time was spent on designing Portfolios, Programs and SAFe Teams. Standard Bank also initiated programs that focused on transforming management and leadership; developing a culture that fosters autonomy mastery and purpose; and re-skilling individuals to return to the heart of IT as software engineers, quality engineers, and user experience analysts.

With a large number of ARTs already in their third and fourth Program Increment, the value of the SAFe transformation is tangible with the motivated staff producing quality, more frequent, predictable delivery. Coupled with the successes, Standard Bank drives continuous improvement through role maturity, enhanced engineering capability and ART optimization.

Read the full case study.

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Capital One – Benefits of SAFe for Financial Services

“The products we’re developing are bigger than one Agile team. For the teams to interact and plan together, we really needed SAFe as the foundation. It brings the practices and methodologies to coordinate multiple teams working on the same product at the same time.”

—Mike Eason, CIO, Commercial Banking

Challenge:

Capital One sought to be more responsive to the market, to transform software delivery to an agile framework, and to do it at scale.

Industry:

Financial Services

Results:

Raised employee engagement by 15-20%
Employed Agile and scaled agile across the enterprise; business and tech.
Re-thinking the strategy on outsourced applications led to a drastic shift towards building internally

Best Practices:

Establish communities of practice—Peer groups for Scrum Masters, RTEs, and System Teams enable these individuals to learn from each other.
Support innovation—Commercial Banking leads Innovation Renovations similar to the Shark Tank TV show, where individuals present ideas for improvement.
Recognize accomplishments—Commercial Banking calls out specific individuals for their efforts at PI events, and enhances morale and a sense of fun by requesting that people write what they appreciate about others on “walking billboards” on each other’s’ backs.

Introduction

One of the most widely recognized brands in America, Capital One is a diversified bank that offers a broad array of financial products and services to consumers, small businesses, and commercial clients. The company employs more than 47,000 people, and in 2016, reported revenue of $25 billion.

Since launching in the mid ‘90s, Capital One has been a disrupter. Smaller and nimbler than its competitors, it could react to market demands quickly. But as it grew, it lost some of that agility.

2010 began a transformation starting with the renaming of the Capital One’s IT groups to Capital One Technology. “This was more than a name change,” Capital One CIO Rob Alexander said. “It was a declaration that we would no longer be a traditional bank IT shop. From now that day on, we would be an organization working to transform Capital One into a technology company.”

In 2012, Capital One’s Commercial Banking group set out to be more responsive to customer and market needs. Knowing the organization relied on a lot of outsourced functions, the team set out on a transformational journey to bring IT development back in-house.

As the transformation picked up steam; it was clear, talent would be the lynchpin to execute against their development goals. To maximize the transformation, the following was always the question:

“How do we work in a way that allows great talent to do great work?” (Rob Alexander, CIO, Capital One)

The CIO of the company’s Commercial Banking Technology team, Mike Eason, explains the motivation for change. “Like many companies with outsourced technology, we knew we needed to gain control over our customer experience and become more nimble,” Eason says. “We took a step back and said, ‘we need to build our own technology to respond more rapidly to the market.’”

In 2013, the group began taking steps toward building an Agile workforce, however, Eason describes it as going through the motions. Development was largely still a waterfall approach. And while technology leaders were fully on board, opportunities remained to gain the full support of upper management.

SAFe: ‘A Well-Supported Framework with Clear Guidelines’

For the guidance it needed, Commercial Banking turned to the Scaled Agile Framework^® (SAFe^®).

“We looked at other frameworks for Agile, but SAFe offered a well-supported framework with clear guidelines, training, and experts to support us throughout the journey,” says Anand Francis, Director of Agile Coaching Services, Capital One Commercial Banking.

“The products we’re developing are bigger than one Agile team,” Eason adds. “For the teams to interact and plan together, we really needed SAFe as the foundation. It brings the practices and methodologies to coordinate multiple teams working on the same product at the same time.”

With the decision to go SAFe, support from the Capital One Commercial Operations Leader was a key factor, helping to influence large scale buy-in from other executives. Moving beyond rhetoric of “business and IT” alignment, Capital One business executives have agile teams dedicated to their products, services, and broader business strategies.

Goal: 100% Training

Prior to the first Program Increment (PI), all team members went through Agile 101 training. Today, half of the Release Train Engineers (RTEs) are SAFe Program Consultants (SPCs). Out of 50 Scrum Master roles, one quarter have achieved SAFe^® Scrum Master (SSM) Certification while 10 percent are SPCs.

“Our goal is to have 50 percent of our Scrum Master population SAFe Scrum Master certified and 100% of our RTE population SAFe RTE certified by the end of the year,” Francis says.

Capital One now includes Agile, Design Thinking, and SAFe training courses in its Capital One University. Employees can choose from a number of SAFe courses, including Leading SAFe, SAFe Product Owner/Product Manager, and SAFe Release Train Engineer.

Empowering Teams

Capital One held its first Program Increment (PI) Planning meeting in 2013. In-house Agile coaches provided continuous guidance to Scrum Masters, RTEs, and Product Owners.

As Commercial Banking kicked off its first PI, a mindset shift was necessary for associates and to continue to move forward on two big themes: one, we as an organization needed to be great at delivering software; and two, we needed to be great at delivering data solutions that support how we make decisions for customers, how we interact with them, and how we make decisions internally. Christy Gurkin, the RTE on the first Agile Release Train (ART), found that while teams were initially resistant to the change, they soon began embracing the new approach.

“I noticed that people who normally would not have talked together were initiating conversations on their own, without me having to push it,” she says.

Eason also notes that, early on, teams lacked the autonomy to deliver independently because too many outside dependencies slowed down the process. Capital One addressed this by changing team structure. Instead of teams that focused on a single aspect, such as building an API, they transitioned to full-feature teams—equipping an entire team to deliver working software independently in a two-week sprint.

With this shift in team composition, and a greater focus on DevOps and continuous integration/continuous development, the company gained momentum.

Capital One additionally reduced team sizes down to seven or eight people. “By reducing team sizes, we improved team chemistry, which left them feeling like they had the autonomy to solve issues themselves,” Eason says.

Commercial Banking also took a major step in moving from project-centric budgeting to team-centric budgeting. “Before, no one wanted the project to end because then the resources would be distributed somewhere else,” Eason says. “Leadership and teams are now aligned to products, and make decisions on how much to invest in the products themselves instead of justifying every single project.”

As a result, teams are more nimble to ‘turn on a dime’ as needed, without the pressure of having to see a specific project to the end.

“Teams feel more beholden to the product they’re working on versus moving from project to project,” Francis adds.

A Transformation Guided by Teams

In addition to performing Inspect and Adapt after every PI, Commercial Banking designed and developed an Agile maturity assessment to help trains and teams understand where they are on their transformation journey. Once a quarter, they ask individuals to react anonymously to neutral statements across five areas: sustainability, value delivery, scaled agile, culture, and technical health.

“A lot of companies think they’re in one place, but they’re really in another,” says Greg Jaeger, Agile Coach. “Our goal was honest opinions and honest assessment because that’s the only way to help each member of the team, each team, each train, and each program get better—not only in being Agile or SAFe but in actual product delivery.”

Areas with low scores indicate the need for a discussion. In response, individuals at the Team and Program levels identify areas to improve for the next six sprints. Based on items chosen at those levels, Agile coaches formulate an Agile transformation path for every value stream.

Faster Delivery, Happier People

Today, Commercial Banking has 13 ARTs and seven Value Streams. Since deploying SAFe, the group has seen gains that benefit employees, partners, customers, and the organization as a whole:

Time-to-market— As we build out our physical campus, we have tried to create work spaces that enable that collaboration at the agile scrum team level, but also, we operate what is called the scaled agile framework. That implies that we need to be able to be effective in collaborating at both the individual team level, but also across multiple teams.

Taking an iterative approach to frequently deliver to production brought about efficiency and speed not previously seen. “We’re truly able to deliver working software into production at the end of every sprint,” Eason says. “What took us six months to complete before, now we might complete in a couple of months. And by bringing development in-house, we have working solutions much faster than any vendor partnership could deliver.”

Commercial Banking turned the ratio of vendor-created applications to those built in-house upside down.

Engagement—With employee engagement up 15-20 percent overall, morale and retention have improved.

Predictability—With each PI, Commercial Banking sees greater predictability in what it can deliver. PI planning plays a major role in setting expectations and encouraging follow-through.

Customer satisfaction—Eason says business partners prefer the new approach and would not want to go back to the old way of working. Likewise, the businesses that Commercial Banking serve have responded positively to the opportunity to see demos and progress along the way, rather than only having insight into fully completed projects.

“It’s been great to have clients with us on the design and test aspects of development,” Eason says.

The journey continues at Capital One, with Commercial Banking continuously refining after every PI. Success so far, aided by SAFe, greatly fuels that momentum.

“SAFe has enabled us to go to production in a safer and more scalable way more often than we would have normally,” Anand says.

“We are in that journey, and it is important that as the leadership team in technology,” says Capital One CIO Rob Alexander, “we are communicating to our whole organization that this is what excellence in software delivery looks like.”

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Thales – Adoption of Business Agility Across the Enterprise with SAFe

“The great thing about SAFe is that we have a structure in place to deliver better quality more rapidly. We can easily share with our customers and OEMs how Lean-Agile is a part of what we do.”

—Celie Navatel, VP Quality and Customer Satisfaction at Thales InFlyt Experience

Challenge:

Reduce cycle time, control costs, and improve quality in a highly regulated environment.

Industry:

Information Technology, Aviation

Solution:

SAFe®

Results:

The company is two times faster in introducing releases.
The ability to spot bugs sooner raises quality and enables more frequent releases.
Employees report higher engagement and satisfaction.

Best Practices:

Invest in training – From gaining support for SAFe to the first PI and ongoing, Thales InFlyt Experience has invested heavily in training people at all levels—contributing to buy-in and a smooth transition
Engage change agents – Thales trained seven change agents to influence the rest of the organization

Introduction

With 64,000 employees and over 25,000 engineers and researchers in 56 countries, Thales has a global presence no other provider can match. For inflight entertainment solutions and digital services, the leading airlines in the world have come to rely on the company’s Thales InFlyt Experience division to enhance the travel journey and create engaging and personalized experiences for their passengers.

From the comfort of your airline seat, the Thales Inflight Entertainment System allows you to watch shows, play games, browse the dining menu, or find your current location on a global map. You can also connect to in-flight Wi-Fi on your own device. The Thales system is guaranteed to work at highest quality, all the time.

Such in-flight entertainment and connectivity has become an essential and expected benefit on commercial airlines. Every year, more than 300,000,000 passengers across 75 partner airlines rely on Thales InFlyt Experience solutions.

At Thales, success depends on innovation, competitiveness, and teamwork to meet and exceed customer expectations. The company designs and develops highly complex integrated hardware and software solutions, within a regulated environment across all regions where Thales customers operate, which adds to the challenge of frequent deliveries.

In the past, individual teams at Thales began experimenting with Lean-Agile approaches. However, their efforts remained limited to software teams, and they continued to release in large batches. Something had to change.

“We needed a framework to meet our goals of providing exceptional customer satisfaction with reduced cycle time, lower costs, and better quality,” says Ted Tomoyasu, Director of SAFe Transformation at Thales InFlyt Experience.

SAFe: A Clear Vision for Implementing Agile

Leo Alonso, Thales VP of Engineering, had used the Scaled Agile Framework^® (SAFe^®) successfully at a former company. To explore the option for Thales, the company sent seven people to Implementing SAFe^® training with Portofino Solutions, a Scaled Agile Gold Partner. All received certification as SAFe Program Consultants (SPCs). With that knowledge, the group returned ready to explain the approach to executives and gain buy-in.

“Sending a cross-functional team to SAFe training was one of the big success factors and a major step in gaining executive sponsorship,” Alonso says. “They returned with a clear vision for how to implement SAFe, which supported the decision of our senior executives to move forward.”

That core of seven team members became what Thales calls the Lean-Agile Transformation Team (LATTe), which was designed to provide the vision, guidance, and support to take the organization forward with SAFe.

From there, the company identified one large value stream to begin with and moved forward with training. This initial training brought together architects, project managers, and functional managers related to the value stream along with people from additional shared services such as HR, Finance, and leadership.

“Thales took training very seriously,” says Armond Mehrabian, President of Portofino Solutions. “When we talk to other companies about SAFe, they ask if they can just send one person. But if you want to be successful, you need a critical mass of trained people to bring about change.”

In August 2015, Thales conducted a Quickstart SAFe implementation that involved two days of training in SAFe for Teams, two days of Program Increment (PI) planning, and two days of SAFe Scrum Master training. In total, about 150 people joined the first PI.

PI Planning events allowed for the diverse working groups to come together quickly and collaborate face-to-face in real time. “We were able to see how all the layers of technology fit together to deliver this complex system,” says Robert Magnusson, Continuous Improvement Project Manager at Thales.

The adoption of business agility across the enterprise using SAFe faced some resistance from those in traditional project manager roles. Thales kept them as the primary interface to customers and gained their buy-in by showing that they could respond more rapidly to customer requests.

SAFe in a Regulated Environment

Thales must comply with diverse regulations in all the regions and countries where its customers operate, as well as with the requirements from aircraft manufacturers. In addition to these requirements, there are customizable features that are unique to each airline. Thales designs its systems by focusing first on fixed solution intent (aircraft manufacturer requirements) and tackles variable factors (airline requirements) later.

Through the SAFe agility transformation, Thales InFlyt Experience has successfully reduced software release cycle time by more than 30 percent, lowered cost per size point by 25 percent, improved quality with a 20 percent reduction in solution rework, and enhanced collaboration and transparency.

“The great thing about SAFe is that we have a structure in place to deliver better quality more rapidly,” says Celie Navatel, VP Quality and Customer Satisfaction at Thales InFlyt Experience. “We can easily share with our customers and OEMs how Lean-Agile is a part of what we do.”

Bringing Agility Across the Enterprise with SAFe

Delivering More Often, with Higher Quality

Today, Thales InFlyt Experience has been using SAFe for two years, and now runs several Agile Release Trains (ARTs) and one value stream. The company has trained over 800 people and deployed across all departments and functions.

DevOps also proved critical for Thales, since it cannot test its systems on actual flights. Instead, the company relies on state-of-the-art tools to simulate how in-flight systems will perform. In line with SAFe, the company matched development and production environments, which is vital for successful deliveries.

Transformation leaders credit SAFe with helping to strengthen Lean-Agile practices throughout the organization.

“Thales’ framework changed from waterfall to streams of agility,” says Ted Tomoyasu, Director of Program Management. “SAFe has been instrumental in bringing agility across the enterprise”.

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Standard Bank – Implementing SAFe and DevOps for Agile in Business

“SAFe provided the structure we needed to scale Agile enterprise-wide. It addressed the complexities and gave us the framework for building portfolios, roles, and jobs to achieve our goals for productivity, morale, and quality.”

—Alex Keyter, Lean Agile Transformation Consultant (SPC4), Standard Bank

Challenge:

The bank sought to improve service quality, efficiency, and employee morale, but previous efforts to scale Lean-Agile beyond a few teams had stalled.

Industry:

Financial Services

Solution:

SAFe®

Results:

Time-to-market reduced from 700 to 30 days
Deployments increased from once or twice a year to monthly
Productivity increased 50%
Cost decreased by 77%
Predictability is now at 68%
Organizational health improved by 12 percentage points from 2013 – 2016, thanks in part to SAFe

Best Practices:

Focus on culture change – Standard Bank moved from individual recognition to team awards and KPIs. The bank increased excitement and engagement through gamification, skills building, and automation.
Get the business involved early – The bank started the transition with IT. In hindsight, they would have engaged business owners sooner so they understood that the change was not just about IT. A handful of progressive thinkers helped influence the others.
Don’t forget to focus on engineering – “SAFe, coupled with a focus on engineering, takes it to the next level,” says Mike Murphy, Standard Bank CTO.

Introduction

Based in South Africa, Standard Bank is the largest African banking group, with total assets of ZAR1.95 trillion (USD143 billion). For more than 152 years, the bank has served the continent and is now present in 20 sub-Saharan countries. Standard Bank operates seven different portfolio offerings across business and personal banking, corporate and investment, and wealth management.

At Standard Bank, the IT team embarks on approximately 600 projects every year to help keep the bank at the leading edge. Yet traditionally, teams have completed only a small percentage of projects within the defined timeframe, budget, and scope.

To improve follow-through, Standard Bank tried a few Lean-Agile pilots. However, their efforts stalled when they attempted to expand beyond a few teams working in isolation.

“We were very much a project-based environment,” explains Alex Keyter, Lean Agile Transformation Consultant (SPC4) at Standard Bank. “We tried waterfall, a combined team approach, and other frameworks, but nothing addressed the challenge of delivering value across organizational silos. Standard Bank has over 2,000 systems in IT, which required tremendous coordination to deliver an initiative successfully.”

Changing Culture and Launching POCs

On the back of a number of benchmarks that the bank set locally and internationally, the company initiated a four-pillar IT strategy:

Quality of service through brilliant basics, which are defined as IT housekeeping and maintenance; stability of service; and simplifying and reducing complexity
Responsiveness to market
Sustainability as the foundation of client excellence
Affordability through commercial pragmatism

To support its goals, the bank turned to the Scaled Agile Framework^® (SAFe^®), and gained backing from executives to move ahead with deploying it. “SAFe provided the structure we needed to scale Agile enterprise-wide,” Keyter says. “It addressed the complexities and gave us the framework for building portfolios, programs, and teams to achieve our strategic goals.”

But prior to rolling out SAFe, Standard Bank initiated various culture initiatives to start driving the change in behavior of leaders and teams, and launched proofs of concept.

“To affect culture change is like pulling out a rubber band,” explains Josef Langerman, Head of Engineering and IT Transformation at Standard Bank. “When the band is relaxed, it returns to its previous comfortable state. One has to exert energy again to pull it out. By doing this repeatedly and in different ways, the band gets softer and more stretched out. Similarly, culture needs continued effort and reliance on many techniques to move it to a new comfortable or desired state. There is no silver bullet.”

The bank took a number of steps to stretch out of its comfort zone:

They pulled cross-functional teams together and began delivering on a cadence
The Internet Banking and ATM teams modeled breaking work down into smaller, more manageable pieces and demonstrated to stakeholders the work completed during the sprint
Business and IT stakeholders joined in during these showcases to provide feedback to the teams
They switched their work attire from suits and ties to jeans
They began running off-site sessions with IT to define culture themes, change guilds, and more
They initiated DevOps initiatives prior to the SAFe implementation but were formalized during the roll-out

As part of the SAFe transition, Standard Bank set out to create a fully automated self-provisioning environment with scripting and used an automation challenge to drive interest in skills. Automation pilots yielded significant tangible results:

20 minutes – Time to deploy application server stack end-to-end
30 seconds – Time to release new code to customers
0 percent – Deployment impact to customers

Additionally, the bank set a clear vision for the future of the organization. At the top, leaders aligned around a common understanding of goals and key performance indicators (KPIs) and emulated Silicon Valley tech leaders on the kind of change and coaching culture required.

At lower levels, the development community participated in defining the future state of the bank. Standard Bank also empowered employees to design their own culture as a group—to achieve true ownership.

Implementing SAFe and DevOps

Prior to launching the first Agile Release Train (ART), Standard Bank portfolios embarked on an outside-in model, moving away from the traditional project structures into a SAFe design construct forming cross-functional Teams, Programs, and Portfolios. The bank set a milestone for the first of July 2016 for teams to co-locate, work from a backlog, and establish visual management of work and self-regulated teams.

With the outside-in design taking shape, Human Capital with support from the Group CIO started a program that focused on re-skilling individuals to repurpose them as software engineers, quality engineers, or user experience analysts. Once they passed the aptitude test and went through the program, they were placed in a feature team. As a result, the organization now has more people getting the work done versus managing it.

“We really broke the old business operating model,” explains Adrian Vermooten, Head of Digital for the Africa Regions. “We said, ‘We’re changing our methodology. We’re moving out of this building and you’re giving up your old jobs.’”

In July 2016, two individuals attended SAFe Program Consultant (SPC) training and returned to begin rapidly training hundreds of team members. From July 2016 through February 2017, Standard Bank trained approximately 1,200 people on Leading SAFe in preparation for its first Program Increment (PI) planning meeting in January 2017.

A division CIO set the tone for executive sponsorship by earning certification as a SAFe Agilist prior to the first PI. Then he and other leaders planned heavily for the first event.

The First PI: A Mind-frame Shift

Leading up to the first Program Increment (PI), the bank evaluated the various internal and external teams impacting Agile Release Trains (ARTs) in the Portfolio and extended invitations accordingly. The first PI brought together 300 people from the Card & Emerging Payments group, which depends on more than 32 systems with numerous codependencies. While challenging, the event succeeded in kicking off a major mind-frame shift.

“The way we normally do things, we inherently start with, ‘Why? And we can’t do that,’ as opposed to this process which was, ‘We can do it, and how?’” stated one of the attendees.

Following a successful PI Planning session, the benchmark was set and other Portfolios soon followed with their first PI Planning sessions.

Productivity Up 50 Percent

These days, with more than 2,000 people trained on Leading SAFe, Lean-Agile practices and SAFe are key parts of Standard Bank’s strategic plan. The move to SAFe delivered a number of benefits, both qualitative and quantitative. Standard Bank succeeded in breaking down silos and improving dependency management. They removed complexity and reduced cost—while building more. Business people now prioritize work and budgets to account for IT change.

The bank notes significant gains within some of the more mature Teams or Portfolios:

Time-to-market reduced from 700 to 30 days
Deployments increased from once or twice a year to monthly
Productivity increased 50 percent
Cost decreased by 77 percent
Predictability is now at 68 percent
Organizational health improved by 12 percentage points from 2013 – 2016

As hoped, the benefits have trickled down to the customer. “We put together some teams that much more closely represent the customer value chain,” Vermooten says.

Beyond the numbers, Vermooten sees the changes firsthand every day. Senior staff members get out from behind their desks and interact more with teams, while junior staff feel more free to share ideas.

“We flattened the organization,” he says. “Before, only senior people would speak up in meetings. Now, in every meeting, junior people are leading the conversation. There’s higher energy and intensity in people. It brings out the best in them.”

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NHS Blood and Transplant – Adopting SAFe in Healthcare

“Adopting SAFe has set in motion the skill development and mindset for successful organizational change even as we scale to new programs, release trains, and people.”

—Gary Dawson, Assistant Director, Solutions Delivery

Challenge:

NHSBT sought to improve the business processes and the supporting IT environment in two major programs, and do so without adversely impacting its core business or service delivery to patients.

Industry:

Government, Healthcare

Solution:

SAFe®, Consulting and Coaching Service

Results:

In the first PI, NHSBT was able to deliver a committed, finite number of product features, as well as prioritize IT operations alongside the business part of the organization.

Best Practices:

Include all in the journey — The mutual understanding between IJI, managers and employee teams was critical. “It made the difference that we were bringing them on the journey—rather than telling them how we were going to impose something on them. It has been a key element in NHSBT’s success,” Dawson says.
Show and tell — “Show and tell” sessions (every two weeks) and then a mid-PI retrospective helped the business see the benefits of the change process and really feel part of it.

The partner that made it happen:

See Partner

Introduction

NHS Blood and Transplant (NHSBT) is a joint England and Wales Special Health Authority that provides a blood and transplant service to the National Health Service—supplying blood to hospitals in England, and tissues and solid organs to hospitals across the United Kingdom. Each year, donors give approximately two million donations of blood and 3,500 organs—saving and transforming countless lives.

Safeguarding the blood supply and increasing the number of donated organs involves collecting, testing, processing, storing, and delivering blood, plasma, and tissue to every NHS Trust in England. NHSBT also matches, allocates, audits, and analyzes organ donations across the whole of the UK.

With an increased need for its services, the organization recognized that effective technology is crucial to the delivery of safe products and services for patients. While looking ahead to its corporate 2020 vision, NHSBT identified several goals: replace an aging IT infrastructure, migrate to SaaS cloud-based services, and replace the critical operational applications underpinning its activities while ensuring they remain compliant with external regulatory monitoring.

NHSBT sought to revolutionize the way it interacts with blood donors by taking full advantage of the opportunities afforded by digital technologies. That means careful consideration of the realities of existing interdependencies between the national databases and NHSBT services, systems, data, processes, and people.

NHSBT identified the need to improve the business processes and the supporting IT environment in two major programs: ODT Hub and Core Systems Modernization.

“NHSBT was embarking on its most complex transformation program ever, initially focusing on the Organ Donation and Transplantation (ODT) area of its business,” notes Gary Dawson, Assistant Director, Solutions Delivery. “It needed to modernize a significant percentage of its core systems, platforms, and architecture along with re-aligning the infrastructure to more modern cloud-based technologies. The impact on the current business and practices couldn’t be underestimated across the organization—we were anticipating changes in how we work and how the system worked.”

It’s All About the People

NHSBT employees truly care about the organization and its work. Dawson, working with the wider NHSBT ICT organization, felt that it was important to correctly evaluate IT needs in line with organizational changes and be able to guide the system changes with the people using them.

“We recognized that both the overarching change and the adoption of a new technical platform and architecture—the effects on the culture of the organization—could, if not managed strategically, create a complex management problem and have an impact not only on the core business, but also the working relationships of the people within NHSBT,” Dawson says. “We needed a system and guidance to adapt and benefit from the changes and we were clear that the waterfall methodology that we had previously relied on wouldn’t support this change. We have dedicated and passionate people who work here, who really care about the cause and want to achieve the goals of the organization, but this change would only work if everyone was on the same page and we could go through the journey together.”

A New Approach to Adopt Change

The Chief Digital Officer had set the strategy for implementing Agile into NHSBT and brought on Dawson specifically with this in mind. From day one he worked extensively and closely with the Business, IT, and Program Delivery stakeholders to ensure cross-organizational support. After an initial meeting, they knew that an experienced consultancy like Ivar Jacobson International (IJI) would aim to understand NHSBT and work collaboratively to deliver solutions and training so that internal changes were manageable.

IJI suggested NHSBT use Scaled Agile Framework^® (SAFe^®) to help support the governance and manage both the organizational and technical changes. The ICT Leadership Team immediately took the view that this was the right methodology to achieve NHSBT’s goals and looked for an appropriate vehicle in which to introduce it. They decided the Organ Donation and Transplant (ODT) Hub Program as the most appropriate place to start implementation. ODT was initializing a hands-on software delivery and its timeline aligned well with the cadence of delivery that the framework provided. In addition, funding was in place and all the teams involved were based in one location. It would act as an ideal start and pilot for other elements of the organization to observe.

Because ODT was the first in a series of transformational changes, it would also be the model that other parts of the organization would take as an example, so it was crucial to get it right from the start. “IJI’s expertise with Agile transformation programs was a perfect fit with what we were aiming to do. Because we’d be working with new team groupings, we wanted to assist employees with transitioning to new working relationships and processes and also address the naturally risk-averse elements,” Dawson says. “We had to stay within regulatory standards. Rapid and vast change, if not done properly, has the potential to be disruptive, and actually hinder advancement. We chose Ivar Jacobsen International to provide company guidance, including coaching and training services, for the implementation of SAFe at NHSBT.”

A Proven Framework in SAFe^®

SAFe offers a broad range of content and phased implementation for organizations looking to increase productivity, change system structures, increase employee training, add solutions-based management and develop greater efficiencies across company platforms and people.

Because proper preparation is critical to set the stage for smooth adoption, IJI delivered a two-day workshop, ‘Leading SAFe,’ that engaged managers interactively while explaining what SAFe was and how to implement it properly.

Meanwhile, Dawson and IJI also began to structure team units. They identified product managers and product owners working collaboratively to define their roles within SAFe and guided them on SAFe practices. Training roll-outs started with 10 or 12 courses, ranging from large-room sessions of 30-40 people for SAFe overviews and discussions of how it could work within NHSBT. These were followed over a two-month period by smaller and more interactively focused sessions for product managers and owners intended to further guide them and increase engagement. Sessions included six to 10 people with the appropriate attendees to maximize the interaction and cross-functional engagement—even at the point of training.

Meanwhile, program managers, with Dawson, started to work on organizational components, such as planning sessions across the organization (75 – 80 people). Planning included who would be involved, as well as logistical challenges. Dawson spent considerable time explaining the rollout and SAFe implementation to all levels of employees to facilitate understanding and new team groupings. IJI was on hand at all stages of implementation to guide, coach, teach, and assist teams to transition to SAFe, following a strategic Program Increment (PI) cycle that ensured SAFe was adopted by employees with secure checkpoints and feedback along the way.

Building Success

Over the first Program Increment (PI), NHSBT’s ODT program came through on most of its deliverables. “It was amazing how much we were able to do in such a short time,” Dawson notes. “Now that we’ve done that, we can see what we need to do for future PIs and are continually able to refine and understand the teams’ velocity; it’s all falling into place and people really are committed.”

In that first PI, they were able to develop and learn to work effectively as a team and were able to deliver a committed, finite number of product features, as well as prioritize IT operations alongside the business element of the organization.

During the short introduction phase of three to four months, they were able to not only onboard and train all the teams aligned to the Release Train, they were also able to get the business component of NHSBT aligned with IT. There were challenges—such as integrating business managers into the teams and defining product owners—but “show and tell” sessions (every two weeks) and then a mid-PI retrospective helped the business see the benefits of the change process and really feel part of it.

“We would never have had that level of interaction in a waterfall delivery,” Dawson says. “To achieve the levels of understanding of both the technology and deliverables—along with all the interdependencies—would have taken months of calls, meetings, and discussions. We planned the next three months in just two days and now we retain that level of engagement on a daily basis.”

SAFe has become part of everyday procedures at NHSBT, with a series of checkpoints and loops that ensure communication is clear and efficient between teams and individuals. IJI understood that it was important to Dawson and NHSBT that change occurs but not at the cost of quality or control, and that value to the business should be equal to the ability of the organization to cope with the rate of change. NHSBT was able to build Agile confidence across the ODT program—senior stakeholders could support the cultural change because SAFe provides the governance required to build in the needs of Quality Assurance and regulators.

Successfully Scaling to New Programs

Having delivered the first MVP (Minimum Viable Product) of the ODT Program, it is clear that the introduction and embedding of SAFe within NHSBT has begun to provide early delivery of significant business benefits.

NHSBT has now run two SAFe big-room planning events for its Core Systems Modernization (CSM) Program, which is potentially a much larger program to replace its core blood offering system relating to blood, blood-derived products and tissues.

“We’re definitely not standing still,” Dawson says. “We are building momentum and will continue to run with the same rhythm that SAFe has provided us with our ODT program. Adopting SAFe has set in motion the skill development and mindset for successful organizational change even as we scale to new programs, release trains, and people.”

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Intel – Implementing SAFe for Information Technology

In 1965, Intel co-founder Gordon Moore made a stunning observation: The number of transistors per square inch on integrated circuits had doubled every 18 months since their invention. He predicted the trend would continue into the foreseeable future—and it generally has. A billion transistors now fit on a chip the size of a pea.

Challenge:

In a complex, fast-growth industry, Intel must continuously innovate while controlling costs and maintaining quality.

Industry:

Information Technology

Solution:

SAFe®, Agile and Lean

Results:

MVE delivered 65% more products with the same capacity.
Improved Commit-to-Accept ratios from 74% to +90%.
Everything is visible to everyone.
Scope change reduced to less than 5%.

Best Practices:

Choose the right RTEs – Intel found that effective RTEs have a combination of technical background and a deeper Agile mindset/experience
Train the Leaders – Business owners and Train Management should be required to attend SAFe training. It is critical that the leaders speak for the transformation, act as role models, and reinforce direction within the organization. Leverage advocates in the organization whenever possible.
Always end with Inspect & Adapt – Just get started and then learn and adapt. Favor “progress over perfection.”
Keep it Simple – Don’t overcomplicate the process, and bring things back to the basics of Agile and Lean.

Introduction

Intel has been integral in pushing that pace of growth in the marketplace. Today, the company employs more than 100,000 people globally and reports net revenue of $59.4 billion.

But like most enterprises, as it continuously innovates and expands, Intel must balance cost control while maintaining high quality.

“With the complexity and number of the products skyrocketing, if we didn’t adjust or adapt, other than adding more people, Moore’s Law would crush us,” says Allen Ringel, Lean & Agile Transformation Leader, Intel.

Agile at Enterprise Scale

Intel’s Manufacturing Development Organization (MDO) division tests and validates Intel solutions, producing over two million lines of code every two weeks. In an effort to deliver more value, MDO began to adopt Lean-Agile practices in 2005, and by 2012 had small pockets of Scrum and a homegrown solution for scaling Scrum.

“We found the Agile approach attractive because it turns the Iron Triangle on its head,” Ringel says. “Features are negotiable but time, cost, and quality are not.”

Yet as more people and divisions were folded into MDO, Intel found it increasingly difficult to scale Scrum. Thus, a team of about 15 people tasked with driving Lean-Agile at Intel looked at industry frameworks for ways to scale more effectively.

In 2013, MDO discovered the Scaled Agile Framework® (SAFe®), which provided clear structure and roles for taking the company into the next phase of Agile. SAFe also aligned well with the company’s broader Lean approach as a learning organization focused on continuous improvement and waste elimination.

“In an organization as large as MDO we needed to standardize the planning and execution process we use to work together to deliver value,” Ringel says. “When we encountered SAFe it provided a proven, public framework, with well-defined roles and artifacts for applying Lean and Agile at the enterprise level.”

Those 15 Lean-Agile leaders prepared for the implementation by attending the SAFe Program Consultant (SPC) Certification training. After mapping the roles, principles, practices & tools to back to what currently existed in the organization, they had essentially created a trail through the forest with a visible plan for implementation. Then they jumped in with both feet.

Leading up to the first Program Increment (PI) planning event, Intel trained more than 1,500 people. Over the course of eight weeks, they launched eight Agile Release Trains (ARTs) with 170 Scrum teams—with Christmas and New Year’s in the middle. To ease the transition, the 15 Intel Lean-Agile coaches were embedded at the 14 different sites with MDO teams to answer questions and provide guidance.

At Intel, executive backing proved critical to the success of the rollout. Mohsen Fazlian, General Manager of the division, created a shared vision by communicating clearly about the reasons for adopting SAFe and scaling Agile. Intel also reinforced Scrum rules for teams to be properly sized, co-located, 100% committed, and cross-functional. Where co-location was not possible & budgets allowed, Intel brought together people in person for at least the first planning event.

That first PI, admittedly, demanded considerably more effort than subsequent events. Yet, the ability to see immediate value spurred momentum. “The planning events were essential for teams to align at the train level while highlighting dependencies and allowing risk mitigation early on,” Ringel says.

Intel made a few enhancements to the typical SAFe deployment. They digitized the program board so they could see everything on a dashboard at all times and identify efforts quickly as progressing normally or abnormally. Lean-Agile leaders guided managers in looking at abnormal areas from a new perspective. If something turned red on the virtual program board, instead of managers saying, “Fix this,” they ask, “How can I help?”

Training 2,000 Over Three Months

Fast forward to 2017. Intel has grown Lean-Agile practices at a pace that rivals Moore’s Law. The well-defined roles and terminology within SAFe serve as essential signposts for those new to the Framework.

The structure has kept the trains on track as the organization continuously expands. A merger with another group—now combined under the name Manufacturing Value Engineering (MVE)—nearly doubled the size of the organization.

To fold in the new division, MVE trained nearly 2,000 people over three months and immediately organized them into trains. While the change came as a bit of a shock to some, the rapid integration enabled people to participate in the Agile system while trainers consistently communicated the value of the change, helping people experience it first hand and embrace their roles with the new way of working.

“We all feel part of a bigger thing and speak a common language that everyone understands,” Ringel says. “There’s clarity in the model we work in, which has definitely been something people latch on to.”

Ringel says that Intel has settled on an acceptable ratio of coaches to employees: 1:200-250. “We have shown management that we can deliver value with half a percent of the organization as transformation leaders,” he says.

One of the Largest Reported SAFe Deployment

Today, MVE has over 440 Scrums organized into 35 ARTs, including software and hardware engineers. MVE continues to widen the circle and is frequently consulted by organizations throughout Intel. Adjacent organizations at Intel interested in MVE’s success have enlisted MVE to help with scaling Agile, leading to eight additional ARTs in partner organizations. In fact, Intel’s effort is one of the largest publicly reported SAFe deployment based on number of ARTs.

While scaling has not been easy, it has been worth it. The impact of these efforts ripples across the company.

Increased Product Variants

Helped MVE to delivered 65% more product variants

Strong Performance-to-Schedule Discipline

Capacity-based planning and cadence provides a heartbeat and prevents schedule slips
Customers and upper management are changing their behaviors to protect the cadence set by Program Increments
Commit-to-Accept ratios improved from 74% to +90%
MVE minimized scope change in Program Increments to less than 5%

Increased Transparency & Visibility

The company identified bugs, impediments, weak tools and poor engineering habits
Transparency is invaluable and everything is visible to everyone
Communication & conversations are more valuable than tracking indicators in a tool
MVE now has a strong community with a common language

Institutionalized Process

Teams have demanded adherence when the environment becomes chaotic

Ultimately, Intel’s Lean-Agile efforts help it maintain the industry’s rapid rate of growth.

“Lean & Agile help us deliver more products without adding more people, so we can stay competitive and keep up with Moore’s Law,” Ringel says.

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Fitbit – Benefits of Using SAFe in Consumer Technology

“SAFe has been a successful story for us. It allowed us to grow our team in a seamless way that integrated cross-functional groups and aligned with the company’s long-term strategy. Fitbit has grown significantly since we adopted SAFe, and we were able to scale the process and still deliver high achievement every PI. My VP calls it the scaffolding that has helped moved our team forward.”

—Damian Brown, Sr. Director of Program Management Office, Fitbit

Challenge:

With major consumer holidays as deadlines, target dates are immovable. Early Scrum efforts could not keep pace with company growth.

Industry:

Consumer Products, Information Technology

Results:

Fitbit achieved a long-term look-ahead on its product roadmap and a short-term look-ahead on team tasks
Teams now achieve five business goals per PI, compared to three previously
Velocity increased 33 percent year over year
Fitbit launched a record number of products last year

Best Practices:

Don’t miss retrospectives – After every PI planning event, Fitbit listens to feedback on what went well and what needs improvement—and integrates those changes for the next PI.
Establish long-lived teams – Long-lived teams provide more stability and predictability.
Collect metrics along the way – Collect as many metrics as possible, which could back up decision-making. These could include velocity, overall objectives completion rate and reasons for scope changes during execution.
Always plan for the next PI – Cadence is important to align multiple groups in the PI in preparation for the next PI planning event. Start early and make sure every participant is aware of the timeline, so all stakeholders are well-informed and prepared for PI planning.

Introduction

In 2016, consumer technology company, Fitbit, released four new products to the market that were positively received by consumers, and shipped over 22 million devices.

Delivering its highest number of products in a year is due in part to the company’s commitment to, and success in adopting SAFe® (Scaled Agile Framework®) as a way to scale the team to meet target dates.

Challenge: Delivering for Consumer Shopping Seasons

Since 2007, Fitbit has helped millions of people around the world lead healthier, more active lives by empowering them with data, inspiration, and guidance to reach their goals.

At Fitbit, major consumer holidays drive the product delivery schedule, including the year-end holiday season, Valentine’s Day, graduation, and Mother’s and Father’s Days. For that reason, target dates are inflexible when it comes to developing firmware and software for every product for each major platform (iOS, Android, and Windows).

In working toward targets, Fitbit engineering managers, tech leads, and Scrum masters have collaborated closely in recent years, sprint to sprint. But as the company and user base grew, Fitbit had to expand and evolve this process to meeting company and consumer needs.

“With our growing team and global presence, we knew our Scrum efforts were not going to scale,” says Damian Brown, Sr. Director of Program Management Office, Fitbit. “The question was, ‘How do we keep the organic culture people like about Fitbit while addressing the needs of the business and our global community of users?’”

Always Planning, Always Delivering

At a previous company, Brown and colleague, Brian Hsieh, had been part of a successful Agile effort by deploying SAFe. When they arrived at Fitbit, they saw an opportunity to deploy SAFe once again.

“We had done research on the different models for scaling Scrum,” Brown says. “Brian and I had been to Leading SAFe training, and once you see that big picture, your eyes start lighting up. It’s a powerful story how the Program layer aligns with Scrum teams. We knew that SAFe was something that would work for us at Fitbit.”

But first, they had to gain executive buy-in. “I think the story we told of always planning, always delivering, was very powerful for leadership,” Brown says

A Big Picture—for the First Time

With leadership on board, in fall 2015 the company started with 12 Scrum teams at its first Program Increment (PI) planning event in San Francisco. They created a highly interactive experience with physical boards and red ribbon for a visual of team dependencies within the PI. In that first meeting, teams were energized and excited about their PI objectives.

“Teams reported that they could see the whole picture across company-wide initiatives and understood where they could contribute,” says Hsieh, Manager of Program Management Office.

But as early as the first PI retrospective, the company realized it had not included all the teams that would benefit from this process. Thus in the next PI, Fitbit added other teams, including firmware engineering groups.

With each PI—now up to ten—Fitbit folded in more teams and more functional groups, including some not typically part of an Agile transformation. Today, members of Firmware, Software, Design, Research, Marketing, Customer Support, Data Analytics and Infrastructure Engineering all participate in PIs. Fitbit trained all those who were leading PI events, with events extended to its other office locations, including Boston, San Diego, and Minsk, Belarus.

100% Delivery on Objectives

In adopting SAFe, Fitbit aimed to evolve its process for scaling development teams in many ways:

Create a fast and flexible flow across the entire Fitbit ecosystem
Create a system of teams across the ecosystem that work together to deliver quickly
Scale up to adopt team growth
Improve visibility with the objective of a two-month look-ahead on what each team will be working on
Create mechanisms for teams and stakeholders to identify cross-team dependencies and add items to other teams’ backlogs as needed
Align key business dates across all of the programs, including security, data center moves, compliance, and marketing programs

With the help of SAFe, Fitbit successfully achieved process evolution.

As for visibility, Fitbit achieved a long-term look-ahead on its product roadmap and a short-term execution plan at areas of work for the teams, supporting planning and decision-making for leadership. It’s a roadmap process that Brown and Hsieh credit SAFe with providing.

Velocity likewise increased; teams now achieve five objectives per PI, on average, “With the metrics that SAFe provides, combined with what we regularly report on, we can tell our CTO that velocity has increased 33 percent over the past year,” Brown says.

With higher cadence and velocity, Fitbit can more readily respond to market needs. For example, when the company noticed an opportunity to add a specific capability to its products, it brought the new feature to market in a very short time with no major bugs in internal and external testing.

In 2016, with an aggressive plan for launching four new products, Brown and Hsieh credit the SAFe approach with enabling teams to complete goals and objectives two to three PIs ahead of schedule.

Additionally, the integrated, measured approach contributes to the quality of the user experience. In particular, Brown points to that critical time between Black Friday and New Year’s Day when many new Fitbit owners activate products and visit the Fitbit app and website for the first time to create accounts and sync their new devices. In 2016, the company experienced no major impact to the site during that timeframe.

Just as critical, team engagement has gone up since deploying the SAFe. As a result, teams now regularly hit their top objectives. “Having PIs and objectives really rallies us around something positive several times a year,” Brown says.

Now, as the company plans for next year, it’s working toward funding value streams rather than projects—a goal that SAFe 4.0 supports with its Value Stream level.

“SAFe has been a success story for us. It allowed us to grow our team seamlessly that integrated cross-functional groups and aligned with the company’s long-term strategy,” Brown adds. “Fitbit has grown significantly since we adopted SAFe, and we could scale the process and still deliver high achievement every PI. My VP calls it the scaffolding that has helped move our team forward.”

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PlayStation Network – SAFe: Enabling Value Delivery

“I personally believe we have delivered more in the two years we’ve been using SAFe than we did in the four years prior-not in raw code, but in value. Our downtime went down and that saved the company about 30 million over the course of the year. That’s real money and a really positive outcome.”

—Tripp Meister, Director of Technology, PlayStation Network

Challenge:

Co-located teams across eight different cities found Waterfall and Agile Scrum fell short in bringing together members cohesively.

Industry:

Media and Entertainment, Consumer Products

Solution:

SAFe®

Results:

Delivered double the value compared to before practicing SAFe
Cut initial planning time by 28 percent
700 team members across 60 Scrum teams actively using SAFe
In two years, launched six trains globally, shipped more than 350 production releases, completed 22 PSIs, over 125 sprints and 250 features

Best Practices:

Work toward a common theme—”We base our milestones on an objective set that goes across all thousand people doing this, giving them a common theme to work toward,” Meister says.
Decentralize decision-making—Empower individuals to negotiate decisions together, at all levels.
Gain full buy-in—”SAFe worked because everyone bought into it, top to bottom,” Meister says.

Introduction

Since 1994, millions around the world have chosen to game with PlayStation. Today, the gaming console made by Sony Interactive Entertainment (SIE) continues to lead with more than 150 million users globally. And most recently, it took the top spot among competing consoles in holiday sales.

PlayStation customers eagerly await new releases. Delivering a quality product on time requires tight collaboration across more than 1,000 SIE engineering team members. Co-located teams reside in eight different cities.

In meeting its targets, the SIE engineering organization found Waterfall and Agile Scrum fell short in bringing together hundreds of team members cohesively. These approaches failed to address the many dependencies across the organization and resulted in less than desirable business results. What’s more, disparate teams were able to plan only one or two iterations in advance.

“It can take 700 people to make one screen available,” explains Tripp Meister, Director Technology, PlayStation Network. “Coordinating this work and having it well organized so the company can release new features and updates is critical to success. If we just follow processes like Scrum and Agile, things can fall through the cracks, especially with the highly connected systems we build at PlayStation.”

SAFe®: Enabling Value Delivery

In early 2014, SIE leadership chose to deploy the Scaled Agile Framework® (SAFe®) to bring greater organization and collaboration to development.

“SAFe gives us top-down prioritization based on senior management direction, pulls disparate groups together into common timeframes, and enables us to manage dependencies much better,” Meister says.

SIE engaged a SAFe coach and began with the 2-day Leading SAFe® training for managers. By February of 2014, the company launched its first Agile Release Train (ART), and then followed that with ART launches every 12 weeks.

For every launch, team members come together in person. “Every 12 weeks, about 500 people coalesce in San Diego,” Meister says. “While it’s not cheap to bring everyone together, it’s what allows us to deliver value because you walk out of there and know you can get your work done. For 12 weeks, you are unimpeded.”

Prior to adopting SAFe, cadence varied across groups. Some iterated daily, while others did so weekly or bi-monthly. Now, SIE consistently adheres to a cadence of two weeks with 12-week iterations or PSIs, potentially shippable increments (identified now as Program Increments (PIs) in SAFe 4.0). They run six or seven iterations at a time, which comprise a major release.

SIE program managers serve as Release Train Engineers (RTE), which Meister refers to as the “ringmasters.” They oversee designers, user experience developers, systems architects, systems engineers, and product managers in executing on work in manageable increments and in adhering to the vision.

With the move to SAFe, the company made demos optional for developers. And when they do attend, demos remain high-level and limited to just 5-10 minutes—compared to all-day demos presented previously. “If developers do attend demos, it’s an opportunity to read the face of the product manager they delivered to,” Meister says.

Clearer Vision, Predictability and Priorities

At SEI, SAFe has fundamentally changed the culture of the engineering organization:

Greater visibility/transparency—Developers have more insight into broader company initiatives and activities. “Now, every planning session we do, every single employee practicing SAFe knows our financial results,” Meister says. “The work we do isn’t usually visible, so when you see that you impact the bottom line, it resonates better.”

Better coordination—Prior to SAFe, collaboration wasn’t necessarily constructive. Now, from Tokyo to San Diego, everyone speaks a common language when it comes to Agile. Disparate groups work together more cohesively, and SEI has enhanced coordination between Portfolio and Program management activities.

Dependency management—In an environment with many dependencies, SAFe serves as a dependency management system, improving predictability.

Clearer priorities—With weighted shortest job first (WSJF), SAFe brought a new approach to prioritizing. “SAFe has really allowed us to work on the most valuable thing at the moment,” Meister says.

$30 Million in Savings

Today, approximately 700 team members across 60 Scrum teams actively use SAFe. Since 2014, the company has launched six trains globally, shipped more than 350 production releases, completed 22 PSIs, over 125 sprints and 250 features. With the Framework, SEI also cut initial planning time by 28 percent. Instead of 1550 man-days to plan, it now takes 1125.

“I personally believe we have delivered more in the two years we’ve been using SAFe than we did in the four years prior—not in raw code, but in value,” Meister says. “Our downtime went down and that saved the company about 30 million over the course of the year. Before, we had done similar things, but they were not nearly as effective as SAFe.”

The following summary is based on a public presentation by Tripp Meister of PlayStation Network.

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Royal Philips – Adopting SAFe for Agile Transition

“Philips is continuously driving to develop high-quality software in a predictable, fast and Agile way. SAFe addresses this primary goal, as well as offering these further benefits: reduced time to market and improved quality, stronger alignment across geographically distributed multi-disciplinary teams, and collaboration across teams to deliver meaningful value to customers with reduced cycle time.”

—Sundaresan Jagadeesan, Program Manager – I2M Excellence SW Development Program

Challenge:

Philips sought to transition from traditional development to Agile, as well as bring an Agile mindset to business units beyond software to address the needs of a dynamic customer environment.

Industry:

Information Technology, Healthcare

Solution:

SAFe®

Results:

Average release cycle time down from 18 months to 6 months
Feature cycle time reduced from >240 to <100 days
Sprint and PI deliveries on time, leading to “release on demand”
Quality improvements—zero regressions in some business units
5 major releases per train per year on demand

Best Practices:

Philips recommends a straightforward, 4-step approach for any organization aiming to transition to Agile

Develop products in the Agile way with focus on basic Agile practices (Scrum)
Establish product ownership with a focus on enabling scaling aspects (SAFe practices)
Establish a release pipeline with continuous integration (supported by automation)
Adopt a DevOps culture with focus on continuous delivery (to production environment)

Introduction

Netherlands-based Royal Philips is a $26 billion medical technology company committed to making the world healthier and more sustainable through innovation. Their goal is to improve the lives of 3 billion people a year by 2025, so being able to achieve faster time to market has a direct impact not just on bottom line, but on millions of lives as well.

Royal Philip’s Agile Transformation Journey

In 2014, the company began exploring the use of Agile methods to improve processes and increase efficiency across the organization. With a traditional, project-based approach to software development, release cycle time averaged 18 months. Philips had to accelerate delivery to meet market demands.

“Changing customer expectations and the tremendous pace of market disruptions require a framework and processes that are quick, scalable and responsive,” says Sundaresan Jagadeesan, Program Manager at Philips Electronic India Limited. “The Scaled Agile Framework® (SAFe®) with its non-linear approach and adaptability, is the way of the future.”

Vigorously Deploying SAFe

At Philips, the SAFe initiative fell within a program called I2M Excellence Idea to Market. The program is part of Accelerate!, a multi-year, worldwide business-transformation program designed to change the way the company does business and unlock its full potential. To that end, the company formed a foundational core of Scrum, upon which it could build SAFe practices.

“We chose SAFe to meet our goals of reducing time to market, improving quality, strengthening alignment across geographically distributed multi-disciplinary teams, and collaborating across teams to deliver meaningful value to customers with reduced cycle time,” says Jagadeesan.

Philips is now vigorously deploying SAFe in its software businesses and is piloting its use in complex systems environments (hardware, software, mechanical engineering, customer support and electrical teams). What’s more, the company has brought SAFe beyond software development to the R&D activities of a number of businesses, particularly in the Business Group, Healthcare Informatics, Solutions & Services (BG HISS).

Driving Feature Cycle Time Down 58%

To date, Philips has 42 ARTs running across various business units, making this one of the larger-scale SAFe implementations. With a focus on the systems business, the company has launched multiple ARTs there as well, including the first ART in Philips China.

The results:

Average release cycle time down from 18 months to 6 months
A greater focus on the customer mindset
Feature cycle time reduced from >240 to <100 days
Sprint and PI deliveries on time, leading to “release on demand”
Quality improvements—zero regressions in some business units
5 major releases per train per year on demand, each catering to multiple products
3700+ people engaged in a SAFe way of working
Around 1300+ trained and formally certified in Agile and SAFe
Process and tooling alignment

The results from the original pilots caught the attention of and acted as catalyst for many other business units in Philips.

Offering Key Learnings

Through this process, transition leaders at Royal Philips learned what worked most effectively. They found it important to embed the Agile mindset and approach in other crucial areas of work—not just R&D, but in areas such as HR, Finance and Q&R—to ensure streamlined, efficient processes and quicker turnaround times.

Philips also found it critical to involve the senior management and leadership team of the organization in this SAFe transitional journey.

“Finally, to ensure an effective move to Agile, it is critical to change mindsets within the organization,” Jagadeesan says. “Agile implies continuous learning as enterprise behavior, decentralized decision-making, quick adaptiveness and more.”

“Any transformation program will be successful if you actively seek and solve business problems,” he adds.

Philips Royal recommends a number of organizational and cultural changes for any company making this transformation:

Create an environment that encourages proactive, feedback-seeking behavior
Motivate teams and give them the autonomy they need to function well
Engage in courageous conversations
Enable cultural change in the organization
Focus on building teams for the long run with emphasis on stability
Trust the team to solve problems by “teaching them to fish” instead of fishing for them
Enable teams and support them by removing impediments
Differentiate between outcome (value generated) and output (velocity-productivity improvements)
Identify value streams and optimize around value to help the alignment and effective collaboration across the team
Gain stakeholder alignment, and leadership commitment and support
Train and coach based on roles
Have a deployment strategy and change leaders’ coalition to help accelerate scaled Agile transformation

“Our Agile transformation journey is successfully underway,” says Jagadeesan. “It has been a tremendous learning experience, and we continue to deliver value to all our stakeholders and customers. Agile learning is an enriching and fun-filled journey!”

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