As part of an IT transformation initiative, we needed a way to validate the success of our minimum viable change initiatives as reflected on the adoption of new skills and behaviours by the project teams. Our initial approach was through a coach-led evaluation of skills and behaviours, mapped to kanban and agile learning tracks and visualized through character sheets with gamification concepts incorporated.
Recently, we came across the Kanban depth of implementation model by Hakan Forss and have tried implementing this approach on a couple of teams to cover the Kanban piece. The simple, non-threatening, team-focused evaluation approach has proven to be suitable for the teams and the culture of the organization. Teams were receptive to tracking and visualizing their progress beside their physical Kanban boards. Using the same approach, we came up with an Agile Depth of Adoption Model which incorporates targeted practices in the areas of requirements, planning, design and architecture modeling, as well as technical practices such as pair programming, clean code, TDD, build automation and configuration management. Although a natural adoption sequence can be somewhat implied, we decided to implement it loosely where teams can choose to focus on relevant practices and adopt them in a non-linear way as agreed upon and visualized through their Change Canvas. We are hoping that this non-threatening, team-focused approach to evaluating adoption of skills related to agile practices will be more acceptable to project teams since it is more in line with our overall goal of having self-organizing, collaborative project teams that collectively make commitments and share responsibility for results and outcomes.
Post a Comment