It’s hard to practice SAFe® effectively and achieve business agility if your key stakeholders aren’t fully engaged at the right level. In this episode, Charlene Cuenca, principal consultant and SPCT at Icon Agility, joins us to discuss why SAFe Business Owners are the key to connecting strategy to execution and driving a successful implementation.
Click the “Subscribe” button to subscribe to the SAFe Business Agility podcast on Apple Podcasts
It’s hard to practice SAFe® effectively and achieve business agility if your key stakeholders aren’t fully engaged at the right level. In this episode, Charlene Cuenca, principal consultant and SPCT at Icon Agility, joins us to discuss why business owners are critical to successfully connect strategy to execution—and deliver better business outcomes.
Charlene explains how a business owner’s involvement in a SAFe implementation needs to span all of the organization’s planning horizons. Why a proxy isn’t a substitute for the real thing. And what happened at one organization when she convinced a business owner to actively participate in a PI Planning cycle.
Follow these links to learn more about these topics discussed in the podcast:
Melissa Reeve is the Vice President of Marketing at Scaled Agile, Inc. In this role, Melissa guides the marketing team, helping people better understand Scaled Agile, the Scaled Agile Framework (SAFe) and its mission.
Using a people-focused approach, Charlene provides coaching, training, and consulting to help organizations achieve sustainable transformation success. While she has a technical background, she focuses more on business, product, portfolio and program process, and organizational transformation strategy to achieve Organizational Agility.
Business Leaders cultivate Agile leadership by exemplifying behaviors that align with their organization’s values, and by integrating these values into their decision-making processes. In this episode, Audrey Boydston, SPCT and Scaled Agile senior consultant, joins us to talk about leading with intention, and why core values are so important personally and professionally.
Click the “Subscribe” button to subscribe to the SAFe Business Agility podcast on Apple Podcasts
Leaders cultivate success by exemplifying behaviors that align with their organization’s values, and by integrating these values into their decision-making processes. In this episode, Audrey Boydston, SPCT and Scaled Agile senior consultant, joins us to talk about leading with intention, and why core values are so important personally and professionally.
Follow these links to learn more about the following topics mentioned in the podcast:
Melissa Reeve is the Vice President of Marketing at Scaled Agile, Inc. In this role, Melissa guides the marketing team, helping people better understand Scaled Agile, the Scaled Agile Framework (SAFe) and its mission.
Audrey Boydston is a senior consultant at Scaled Agile and an experienced SPCT, Lean-Agile coach, trainer, and facilitator. Her work focuses on continuous learning, building fundamentals, re-orienting around principles, and helping clients—from senior executives to developers—build networks and communities that support their transformations.
There are lots of key roles associated with SAFe®: Business Owners, Product Managers, Release Train Engineers, Scrum Masters. But probably the most ubiquitous is the SAFe Coach, a role that’s elemental throughout all of SAFe’s core competencies. But it’s also a role that doesn’t have its own guidance article on the SAFe website. In this episode, SAFe Fellow Jennifer Fawcett joins us as we dive into all the different aspects of the SAFe Coach and how they facilitate change and support an Agile transformation.
Click the “Subscribe” button to subscribe to the SAFe Business Agility podcast on Apple Podcasts
There are lots of key roles associated with SAFe: Business Owners, Product Managers, Release Train Engineers, Scrum Masters. But probably the most ubiquitous is the SAFe coach, a role that’s elemental throughout all of SAFe’s core competencies. But it’s also a role that doesn’t have its own guidance article on the SAFe website. In this episode, SAFe Fellow Jennifer Fawcett joins us as we dive into all the different aspects of the SAFe coach. She’ll share her firsthand experiences facilitating change, key resources she’s leaned on as a coach, and the associated mindsets that directly relate to succeeding in the role.
Visit these links to learn more about SAFe coach references in the podcast:
Melissa Reeve is the Vice President of Marketing at Scaled Agile, Inc. In this role, Melissa guides the marketing team, helping people better understand Scaled Agile, the Scaled Agile Framework (SAFe) and its mission.
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 has 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.
I had managed marketing teams before, but being a product owner (PO) of an Agile marketing team was a completely new concept. As a team member, I was fortunate to spend a year watching POs do the job, which gave me a leg up. But I never really appreciated the intricacy of the position until I became one. Looking back at a year in the role, here are three key lessons I’ve taken from this experience.
The Scrum Master Is a PO’s Best Friend
Stop trying to do it all by yourself. You can’t, and you don’t have to. The scrum master is your co-leader. They don’t just run retros; they’re your sounding board and partner.
Consider this: scrum masters spend their entire day thinking about how to support the team. Not the customer, not the executives—the team. So, listen to them. When they give you constructive criticism, listen. If they give you advice, listen. Scrum masters are often the ones at the back of the room watching everyone’s body language and unspoken communication while you’re busy thinking about the stories and features. They can catch things you don’t, so listen to them.
Planning Is Hard but Don’t Give Up
A year ago, you would find me crying after each iteration planning. Somehow we would start with 270 percent of capacity and be lucky if we got down to 170 percent—almost twice as much work planned than we could ever physically complete. If our planned capacity was ridiculous, our predictability was nonexistent. One iteration, we’d complete 120 percent, the next 50 percent—who knew what you were going to get from us.
But we stuck with it.
We invested in iteration planning and backlog refinement. We went back to basics, agreeing on the definition of a “1” so we could do relative sizing. We started planning poker, where everyone on the team had a say in how to size stories, even if they personally were not doing the work. And we started getting more serious and explicit about what we could and couldn’t accomplish inside two weeks.
A year later, I beam with pride. We’re a predictable and high-performing team. When we tell another team we can deliver something within an iteration; it’s the truth. Not a gut check, and employees don’t have to work insane hours to make it happen.
Pro Tip: If you’re struggling with iteration planning, I strongly recommend downloading the Iteration Planning Facilitator Checklist on the SAFe Community Platform. There’s also a good instructional video on the Team Events page.
PI Planning Is Not A Drill
I usually start thinking about PI Planning in iteration four. I don’t have features, I don’t know what the pivots will be, but I’m already thinking about what conversations I have to have to get my team ready. I’ve already got my finger in the air to sense the direction of the proverbial wind. My scrum master and I spend a lot of time thinking about preparing the team for PI Planning, creating space for exploration, and making sure we discuss every possible dependency, so there aren’t surprises later.
Virtual PI Planning offers another level of complexity. It’s absolutely critical that I have everything organized for my team and me, documented, and ready to go before we log in. The team knows where to find information, what the marketing objectives are, and what teams we need to sync with to plan our work.
Are you a PO? What lessons have you learned? What do you wish you knew when you started? Join the conversation in the SAFe Product Owners/Managers Forum on the SAFe Community Platform.
About Hannah Bink
Hannah Bink heads the Marketing Success team at Scaled Agile. She has nearly 15 years of B2B marketing experience and studied business at Pennsylvania State University. Prior to Scaled Agile, Hannah spent the majority of her career in telecommunications and healthcare sectors, running global marketing divisions. She is also author of the “Musings of a Marketeer” blog, and lives in Denver, Colorado.
Has your agency, program, corporation or company given Agile a try? Perhaps with one of the myriad techniques or methodologies out there? Perhaps with a homegrown model that would “fit just right?” Let’s explore some of the questions you might encounter along the way as you connect with other leaders, and field some tough conversations.
In my role as an advisor to aid US government leaders in their journey, I’ve worked with them through common perceptions to achieve greater success. Topics such as Agile not being one-size-fits-all. Situations where they may have Agile teams but certain processes slow things to a crawl, even with faster development. In these particular cases, it’s necessary to realize that it’s not just about converting your waterfall teams. Instead, let’s understand your leaders’ desired outcomes, accept the reality of the current landscape, and talk about ways you can navigate these challenges and gain support for pursuing business agility with the Scaled Agile Framework® ( SAFe®).
Explaining SAFe
While many people have heard of SAFe, they haven’t necessarily experienced the Framework in action. Or if they did, perhaps it was during an implementation where the agency tried to implement everything on the Big Picture at the same time. As a leader, one of the first challenges you’ll likely face as you seek to begin your journey is helping your peers understand what the Framework is and what it isn’t. This is a pivotal moment where your own understanding is critical.
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Tip: Use the SAFe overview to describe SAFe as opposed to the Big Picture. The overview illustrates that the Framework provides seven core competencies, made up of twenty-one dimensions, all designed to help you connect with your customer and achieve greater Business Agility. Each competency and its dimensions provide potential starting points, and can serve to prompt discussions regarding desired outcomes.
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When I meet with leaders, executives, and officers, I describe SAFe as:
A vehicle that will help you reach greater Business Agility.
A framework of proven techniques, patterns, practices and principles that can be leveraged to focus on the outcomes that matter the most.
A knowledge base of the best patterns, practices, and principles from Lean, Agile, and business thought leaders. All of which can help you accelerate the delivery of value to the warfighter or customer with increased quality, with people who are inspired and engaged.
A set of patterns, practices, and principles that will help your people find a new way of working. One where they can deliver more value, sooner, at a pace they can sustain and improve.
While the descriptions above are not canned sayings, I hope that they help convey the spirit and content that describes SAFe. Because it’s more than something to “just do” by launching an Agile Release Train (ART).
Here’s what I don’t say:
SAFe says you will get all these benefits by training everyone and launching an ART.
SAFe is the number one scaling framework so you should use it.
SAFe will fix all of your problems if you have a SAFe Program Consultant (SPC) helping you.
Why do I avoid positioning SAFe as something that can make problems miraculously disappear? Because it’s imperative that leadership conversations are grounded in core values such as transparency.
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Tip: One of the best ways to help a leader understand what’s possible with SAFe is to connect them to another leader who has already started the journey to agility. There are many officers, civil servants, and executives that have accomplished their mission with greater speed and quality. Connecting with the SAFe Community through meetups, forums, and informal learning networks is a great place to find them.
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Talking about the Tipping Point
When leaders are open to exploring options to change the way work is done, it’s often because they’ve reached a point where they realize that something needs to change. This is not the time to sugar-coat things.
The reality that change is hard and takes time must be part of the initial conversations. Otherwise, organizations risk creating a foundation that’s built on fear, mistrust, and uncertainty. During these conversations, having a partner that can help you navigate your leaders’ questions, concerns, and perceptions will help greatly. If that’s not possible, please do some research and learn about others who have embarked upon the journey in your industry. In addition to the people you can find in the communities, you can tap into a variety of customer stories about organizations that have implemented SAFe. Most of these contain candid descriptions of the challenges, growing pains, and successes.
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Tip: Mindset matters. Initial conversations go much smoother when both the presenter and the audience have individuals with a growth mindset. If the one seeking to implement the framework or the leaders of the organization or program have a fixed mindset, you may want to work to resolve that impediment prior to beginning your journey.
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Once you have the audience, it’s time to talk about the journey ahead, This is where transparency, alignment, and execution begin. Whether you’re leveraging the Introducing SAFe® 5.0 PowerPoint available from the SAFe Presentations and Videos page, or using one of the toolkits available to SPCs and SPCTs, the goal is to obtain leadership engagement—not just support. In addition to providing a general understanding of the Framework and Business Agility, I’ll facilitate discussions with senior civil servants, officers, and executives to better understand:
What are the outcomes they desire?
What keeps them up at night?
What are the expectations?
What have they tried that’s worked?
What have they tried that hasn’t?
What’s in the way?
What does success look like to them?
Will they invest in learning about a new way of working?
Once you and the leaders have aligned on the journey ahead, the SAFe Implementation Roadmap provides a guide to leading change as you pursue a new way of working. Remember, it’s a roadmap, not a prescription or process. You’ll still need to have more conversations to figure out how to align and adjust.
Find out for yourself how government agencies are getting buy-in for SAFe. Explore the agenda for SAFe Day Government and consider attending. I’ll be giving a talk with my colleague, Michael Robertson, about Following the Implementation Roadmap. The event is also a great place to connect with your peers and find out how they’re using SAFe. I hope to see you (virtually) there.
About Phil Gardiner
Phil Gardiner, an SPCT, is focused on enabling people to achieve sustainable success through greater business agility. He has served various markets from Fortune 10 corporations to the U.S. federal government.
In this ongoing series, our customers and partners share their stories from the field about working with SAFe ceremonies, implementing SAFe, and fostering business agility. In this episode, Phil Gardiner, enterprise Agile coach at SAIC (a Scaled Agile partner) talks to us about his coaching experiences in the public sector, including how “business agility” can be applied in government and some interesting a-ha moments.
Click the “Subscribe” button to subscribe to the SAFe Business Agility podcast on Apple Podcasts
Melissa Reeve is the Vice President of Marketing at Scaled Agile, Inc. In this role, Melissa guides the marketing team, helping people better understand Scaled Agile, the Scaled Agile Framework (SAFe) and its mission.
Phil Gardiner is on a mission to help organizations transform the way they work. Having served as an internal change agent, an enterprise coach, and a ‘coaches’ coach,’ Phil has enabled large-scale Lean-Agile transformations within the telecom, entertainment, finance, cybersecurity, healthcare, and government markets. His current focus is to enable people within the federal government space achieve greater business agility within their agencies and programs.
Games to play with leaders and teams to embed the principles in your organization.
It’s been over two years since we first launched our popular SAFe® Principle cards. With the advent of SAFe version 5.0, the introduction of a new 10th principle and the launch of a new, updated set of principle cards, it’s a great time to look back at how we’ve been using the cards and the benefits they’ve generated.
This blog post is split into four sections, covering:
A brief introduction to the cards (and where to get them)
Engaging executives and other leaders
Reflecting on how well the principles are being applied
Brightening up training events
A brief introduction to the cards
As one of the first SPCTs in Europe, I’ve delivered more than my fair share of Implementing SAFe® and Leading SAFe® courses, and, to be completely honest, I’ve always struggled to get through all of the principles (I’m usually flagging by principle 6 or 7) and thought there must be some way to make them more accessible. To me, it always felt like we were learning the theory behind the principles rather than getting excited about the principles themselves.
Whilst co-teaching with my colleague, and fellow SAFe Fellow, Brian Tucker, I tried to come up with a simpler, more accessible way for people to engage with, sign up to, and remember the principles. The end result was the set of Ivar Jacobson International (IJI) SAFe Principle cards, now updated with the new 10th principle—Organize Around Value.
The cards try to do a number of things. For each principle, they:
Explain why the principle is important
Describe it in a form that is more like a principle and less like an instruction
Provide a snappy quote or aphorism that can be used to support it
Bring it to life with examples of what awesome and awful behaviour would look like
All on something the size of a small playing card.
In the old days, the full set would readily fit on one sheet of paper, but now with the introduction of the new 10th principle, we’ve had to expand to two sheets of paper.
The cards are freely available from the IJI website here.
Engaging executives and other leaders
Our experience with executives is that you are unlikely to get them to attend a two-day course or sit through an hour or more’s lecture on the SAFe Principles. They will play the penny game, but their appetite for being talked at is minimal.
This is a shame, as it is absolutely essential that they support and embody the principles in their day-to-day work.
Using the SAFe Principle cards to play the ‘principle ranking’ game, we’ve found that we can get them to engage with, understand, discuss and sign up to the SAFe Principles—all in under 30 minutes (20 is usually enough).
The game itself is very simple and can be played in a number of ways.
It is best played in groups of 3 – 4 people, as this maximizes discussion and ensures that everyone stays engaged throughout.
Equipment: One set of cut cards for each group and one set of uncut cards for each participant. The cut cards will be used to play the game and the uncut cards as a reference. If you want to look up a specific principle, it’s a lot easier to find it on the uncut set of cards than in a pack of cut cards.
The game: Give each group a set of cut principle cards and ask them to rank them in importance to the execution of their business. Separate any that don’t apply, or that they explicitly disagree with, from those that they would actively support.
Once the groups have finished their rankings, ask them if there are any principles they would discard. We’ve done this many times, at many different organizations, in many different industries and no one has ever discounted or rejected any of the principles. There are a number of ways to produce the ranking:
Higher/lower. Someone takes the lead and places the first card on the table. The group discusses and makes sure they understand the principle. The next principle is then selected, discussed, and placed higher or lower relative to the ones already in play. The game continues until all cards are placed.
Turn-based. A more formal variation of the previous approach where the members of the group take turns to either add a card to the ranking or reposition one of the cards that have already been played, explaining and discussing their justification as they place or move the cards. The game continues until no one wants to move any of the cards.
Four piles. A simplified ranking where you distinguish the top three, the bottom three, and any rejected cards, and leave those not selected in a pile in the middle. This usually results in three piles as typically none are rejected.
Whichever way you choose to rank the cards, remember that it is OK for cards to have the same rank.
The results of the ranking can be interesting, particularly the difference between the different groups—but really this is just a forcing function to make them play with the cards. These pictures show the results from playing this game with a company’s IT leadership team. I’ll leave it as an exercise for the reader to spot which group was the architecture team.
The real goal of the exercise though isn’t the ranking itself; it’s to get everyone actively engaged with and discussing the principles. The discussions can get quite lively with the participants often referring to the awesome/awful caricatures as well as the descriptions of the principles themselves.
As mentioned above, we’ve never seen any of the principles rejected but we have seen many different rankings. Rankings that often reflect the executive’s area of responsibility— for example, the CFO will typically place the cards in a different order to the head of human resources (HR).
This activity has always gone down really well—it’s active learning, engages everyone in the discussion and doesn’t take a lot of time. It has been so well received we’ve had executives ask to take the cards away to share with their teams. In one case, the head of HR grabbed one of the cards and said, “This is just what I need. I thought one of the ‘Agile’ team leaders was encouraging the wrong behaviours, but I had nothing to challenge them with.”
A good trick to close out the activity is to ask them, as they now understand the principles, “Would you be prepared to sign up to them?” If they say yes, take an uncut set of cards and get them all to physically sign them.
We’ve found that this exercise works almost as well in a virtual environment as it does face-to-face. Using tools such as Mural, it is possible to create an interactive experience that is close to that of playing with the cards face-to-face (but let’s be honest, nothing beats standing up with the cards in your hands).
Reflecting on how well the principles are being applied
The cards are a great tool to use in retrospectives to remind people of the principles they should be applying and to generate actions to encourage everyone to be better at applying them.
One simple way is to use them as a trigger for improvements during a retrospective. The two most effective approaches we have used are:
Pick a card. A very simple activity that throws a bit of randomness into the retrospective process. Every so often (every other retro / once a PI), randomly pick one or two cards to discuss and generate ideas for improvement. To make things fun, you could generate your own awesome and awful examples. The more methodical of you might want to work your way through all the principles one at a time—reducing the set of cards to be picked from each retrospective until you’ve got through all 10.
Value versus practice.
Create a three-by-three grid with the x-axis being how important the principle is to the group (high, medium, low), and the y-axis being how well the principle is being applied (badly, meh, excellently).
For those in the highly important/badly applied section, discuss what is going on, identify specific examples of bad behaviour, and generate concrete actions for improvement.
You can also use the cards to do a simple principle-based assessment. This is a great complement to the SAFe self-assessments and other practice-based assessments.
The simplest approach is to create a ‘happiness radiator’ with four columns (principle, happy face, neutral face, and sad face) and then get the assessors to tick the relevant box—as shown in the photos below. This can be done at the team level, train level, or even for the whole organization. The important thing is that everyone has their own vote—you want to avoid consensus bias as much as possible.
Note: If people are new to the principles, play the ranking game first to ensure that they understand the principle before voting.
Here are examples of the cards being used in Mural to perform both the ranking exercise and to build a happiness radiator, respectively.
The Mural Template for both these exercises is freely available from the IJI website here.
These assessments could, of course, be done without using the cards, but we’ve found that having the cards in their hands really helps people relate to the principle and tick the correct boxes. Even when working virtually, being able to see and manipulate the cards is invaluable.
To make life interesting, the feedback can be generated about a specific community or aspect of the framework such as Product Management and Product Ownership. The table below shows a set of results generated at the Global SAFe Summit in 2017. It also shows the results of performing the assessment at a meetup in Amsterdam.
It is scary how few Product Management Teams are exemplifying the SAFe Principles. I was shocked to see that only 13 percent of the SAFe practitioners surveyed at the SAFe Summit (about 100 people) thought that the Product Managers in their organization took an economic view. If the Product Management Team isn’t adhering to our underlying Lean and Agile principles, then I truly believe this will severely limit how Agile and effective the teams can be. If the Product Managers and Product Owners are not behaving in an Agile way, then there is no way that their teams can be truly Agile.
To help with these role-based assessments, we have produced sets of role-specific principle cards, one of which is shown on the left.
To get access to these cards and for more information on how to use them, go to the main Principle card page here. RTE and Architect cards are also in the works and will be accessible from the same area.
About Ian Spence
Ian Spence is an Agile coach, SAFe® Fellow, and Chief Scientist at Ivar Jacobson International. He has helped literally hundreds of organizations in their Agile transformations by providing leadership, training, consultancy, facilitation and all levels of coaching. An experienced Agile coach, consultant, team leader, analyst, architect, and scrum master, Ian has practical experience of the full project lifecycle and a proven track record of delivery within the highly competitive and challenging IT solutions environment.
For more than a decade, I’ve used that simple reminder to start every discovery and transformation engagement. Even with that warning in mind, those responsible for leading change in any business will often underestimate just how hard it can be to land meaningful change well. Change is a very personal thing. Only by proper agility planning one can land meaningful change in any business.
In general, people will process change in three stages, beginning with shock before finally accepting the change and moving on.
Though no formula can smooth the change adoption curve, there are things we can do to help people as they move through the stages of acceptance and shorten the amount of time between shock and ‘the new normal.’
Address the humanness of the system. When introducing change, we are often tempted to focus on the system, the process, or the outcome. We inadvertently marginalize the most critical component to successful change: the people. By placing the people first and doing our best to understand how the change will impact the organization and customers, we can do our best to forecast and mitigate the negative emotions that may emerge. Ask yourself: “What fear may emerge as a result of this change?”
Start with leadership. Change must be thoughtfully led. Too often, change initiatives fail because a leader will issue a directive and then check out. Change needs a champion, and the broader the impact, the stronger advocate that change will need. When leading change, it’s best to be visible, be consistent, empathize with the current, and maintain focus on the goal.
Involve everyone. When introducing change, it’s important that those involved do not feel that there are two sides: those impacted (us) and those imposing (them). Again, change leaders need to create an environment that is empathetic to the pain of change (all of us, together) and keeps those involved focused on the outcome resulting from having changed.
Create a compelling business case. Start with why. Why is this change important? What risk is it mitigating? What opportunity is it enabling? What efficiency will we be able to exploit? How will we be better positioned to serve our customers? John Kotter notes that we underestimate the power of vision by a factor of 10. That perspective proves true no matter the size of change. Without understanding why the pain we are about to endure is worth it, change is harder to overcome.
Create shared ownership. Change in an organization or value stream is not something to be done in isolation. If the change is beholden to a single person or small group, it will matter much less to others and quality will suffer. Change outcomes are a shared responsibility of the team. Creating an all-of-us-together culture helps avoid feelings of pain endured in isolation.
Communicate the message. Communicate the message early, communicate it consistently, and communicate it often. In alignment with the SAFe® Core Values, we must assure alignment and transparency in the system to achieve optimal outcomes.
Assess the cultural landscape. Even if we prepare the organization well for change, even if we say and do all of the right things, organizational culture will dictate how well people in the system process change. I am often reminded of the wise words of Kim Scott: “Culture is what is said in the halls, not what is written on the walls.” Employee engagement surveys, rolling feedback walls, and hallway conversations can go far in helping change leaders understand how people are really feeling.
Address cultural challenges directly. If understanding the cultural landscape is step one, doing something with what you learn is step two. When the pain of change rears its ugly head, change leaders must address this pain immediately and directly. This is not a time for political grandstanding but for using the organization’s own words with a sense of empathy. Remember, as Brené Brown teaches us, being empathetic does not always mean fixing the pain. Simply acknowledging the circumstance and validating how people feel can have a profound impact on morale.
Prepare for the unknown unknown. As Murphy’s Law reminds us, if something can go wrong, it will. Though there is not a lot we can do to prevent unforeseen circumstances, we can prepare for them. Actively seek risk, break things, pressure test, and create fallback and recovery plans. The SAFe approach to DevOps can serve as a good guide to monitor for and respond to the unknown.
Speak to team members. The most important component in addressing the human element of change is to talk to the people involved. Be visible, be accessible, and be the kind of leader that people trust. When leading change, if you can successfully manage the emotional component, you are well on your way to helping the team land change well.
The next challenge? Avoid change saturation to land change well. Stay tuned!
About Adam Mattis
Adam Mattis is 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.
In this podcast episode, we address the manager’s responsibilities in a successful SAFe transformation and leadership Agility. Learn the six responsibilities of managers in an agile organization and success patterns for rolling out a SAFe transformation. We’ll also be addressing the difference between System Demo and PI system demo, along with how to estimate Epics and Features.
Click the “Subscribe” button to subscribe to the SAFe Business Agility podcast on Apple Podcasts
Hear Dr. Steve Mayner, Principal Contributor to the Scaled Agile Framework and thought leader on Innovation and transformational leadership share organizations successfully engaged leadership in their transformations.
The Audio Community of Practice section of the show is where we answer YOUR most frequently asked and submitted questions. If you have a question for us to answer on air, please send it to podcast@scaledagile.com
The two questions we answer in this episode are:
What resources would you recommend to get leadership engaged in transformations?
I know I have to ‘embrace the mindset’ – how do I do this?
Hosted by: Melissa Reeve
Melissa Reeve is the Vice President of Marketing at Scaled Agile, Inc. In this role, Melissa guides the marketing team, helping people better understand Scaled Agile, the Scaled Agile Framework (SAFe) and its mission.
Dr. Steve Mayner is an executive coach and Lean-Agile evangelist with a passion for cultivating transformational leaders and high performing teams. His 30-year career in business includes roles as Vice President in multiple Fortune 500 companies, as well as Chief Technology Officer for an Internet startup. Steve has been a thought leader and change agent for Lean-Agile and DevOps adoption within the federal government. He was responsible for the first official use of the Scaled Agile Framework® (SAFe) in a government program, which led to the successful turnaround of a large, mission-critical Department of Homeland Security mainframe modernization initiative. In his current role as a SAFe Fellow for Scaled Agile, Inc., Steve is using his experience as an innovator, strategist, and transformational leader to help the largest enterprises around the world implement Lean-Agile and DevOps at scale.Steve holds a Doctor of Business Administration in Strategy and Innovation, as well as Masters degrees in Business Administration and Divinity, and a Bachelors in Education. He retired in 2003 as a commissioned officer in the reserve component of the US Air Force. He is married with five children and three grandsons. He lives in Southern Maryland, and is an avid golfer, runner, cyclist, and backpacker.
Learn the benefits of adopting Lean-Agile UX into a SAFe implementation and how to balance the roles of the PO, PM and Business Owners in this podcast episode. We’ll also be addressing leadership agility and how servant leadership differs from traditional leadership and common antipatterns when writing PI Objectives.
Click the “Subscribe” button to subscribe to the SAFe Business Agility podcast on Apple Podcasts
Hear Jennifer Fawcett, one of the leading experts on the Product Manager/Product Owner role in SAFe shares an example where the PM/PO and BO roles got out of balance and how the organization worked to get them back in balance.
Check out the new Agile Product Management course at scaledagile.com
Audio CoP
The Audio Community of Practice section of the show is where we answer YOUR most frequently asked and submitted questions. If you have a question for us to answer on air, please send it to podcast@scaledagile.com
The two questions we answer in this episode are:
Lean-Agile Leadership is a foundational concept in SAFe. How does this mindset – and a servant leadership mindset in general – differs from a traditional mindset?
What makes PI Objectives tricky and what are some of the common antipatterns that our listeners can avoid?
Hosted by: Melissa Reeve
Melissa Reeve is the Vice President of Marketing at Scaled Agile, Inc. In this role, Melissa guides the marketing team, helping people better understand Scaled Agile, the Scaled Agile Framework (SAFe) and its mission.
Joe Vallone is an experienced Agile Coach and Trainer and has been involved in the Lean and Agile communities since 2002. Mr. Vallone has helped coach several large-scale Agile transitions at Zynga, Apple, Microsoft, VCE, Nokia, AT&T, and American Airlines. Prior to founding Agile Business Connect, Joe Vallone served as an Agile Coach at Ciber, CTO/CIO of We The People, and the VP of Engineering for Telogical Systems.
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