Herding PigsManaging Self-Organizing Teams
Mike VincentArchitect, ALM and Agile CoachMVA [email protected]
Mike Vincent
Over 24 years as software developer and architectMarketing director, construction project manager and structural engineer previouslyWorked with Visual Studio Team System since initial beta releasesTFS implementation and training experience in corporate and public organizationsMicrosoft MVP - Visual Studio ALMPassion for community
INETAIASA
Professional Scrum Developer TrainerProfessional Scrum Product Owner
Herding Pigs – Managing Self Organizing Teams
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Used with permission, Michael Vizdos, www.ImplementingScrum.com
So, What’s the point? Tactics for managing self organizing teamsKey principles for managing people to maximize productivityLeverage the best engineering practices and tools for both team and management effectiveness
Teams of Motivated People that get the job done
Forget Some Old Management PrinciplesFredrick Taylor’s Scientific Management
Defined man as an extension of machines and organizations
Socialist IdeologyDefined man with qualities that perfect desired group behavior
Human Relations Defined man in terms that match diagnostic, manipulative techniques
Why Self-organizing Teams?
How Do You Manage a Self-Organizing Team?
The Role of Managing Self Organizing Teams
Performing
Norming
Storming
Forming
Team Development
Boundaries!Make the context of self-organization well known
Subtle control and influence
Empower the team
Individuals and Interactions
Respect People
Commitment
It’s more than just going through the motionsTakes time to develop
Managing People
KITA -Management
by
Motivation or
Management by
Movement?
Herzberg’s Motivation-Hygiene TheoryTwo scales to be managed
Motivation - work contentHygiene - work context
Series1
MotivationWork Context
Dissatisfaction No Dissatisfaction
No Satisfaction Satisfaction
How’s the work context?
Work context factors lead to job dissatisfaction when inadequate
- When improved they lead to no job dissatisfaction
Series1
MotivationWork Context
Dissatisfaction No Dissatisfaction
No Satisfaction Satisfaction
Management of the Work Context (Hygiene)Proper Management
Identify type of hygieneGive hygiene for hygiene purposesGive hygiene for what hurtsKeep hygiene administration simpleGive it and shut up about it
Movement = f( extrinsic fear and extrinsic reward)
Motivation
Motivator factors lead to job satisfaction when present
- When absent there is no job satisfaction
Series1
MotivationJob Context
Dissatisfaction No Dissatisfaction
No Satisfaction Satisfaction
MotivatorsJob satisfaction factors
AchievementRecognitionWork itselfResponsibilityAdvancement
Management of MotivatorsIs hygiene getting in the way?Technical competence OK?Are we using people’s capabilities?All attitudes are proper attitudesWhich behavior is being reinforced and how?
Ability OpportunityMotivation = f(---------------; -------------------; What is Reinforced) Potential Ability
So, are our self-organizing teams getting the job done?
Productivity = f(Technology, Motivation)
Leverage Best Engineering Processes and Tools
Visual Studio 2010 ALMWork items track progressManaging qualityReports and Dashboards
Team benefitsManagement benefitsThe good, bad, and ugly
Code ReviewsUnit Testing
Code CoverageTest Driven Development
Code AnalysisCode MetricsApplication Profiling
Sprint RetrospectiveLook back• What did we do well?• What didn’t we do well?Look forward• Generate actions for the next sprint• Tasks for next backlog• Add to a wall chart in team areaMetrics• Look at key reportsWhole team participates
Let’s Reinforce What We Have Covered …
The secret to high performance and satisfaction
at work, at school and at home ...is the deeply human need to
direct our own lives,learn and create new thingsdo better by ourselves and our world
Three elements of true motivationAutonomyMasteryPurpose
An instructive leadership fable
Inattention to
Results
Avoidance of
Accountability
Lack of
Commitment
Fear of Conflict
Absence of Trust
TakeawaysSelf-organizing teams need some leadership to stay focused on the proper objectives
Effective coaching facilitates the team coming together with self-organizationBoundaries focus the context of self-organizationUse subtle control and influenceEmpower the teamValue individuals and interactionsRespect peopleBuild commitmentFocus team on deadlines and results
TakeawaysSelf-organizing teams need some leadership to stay focused on the proper objectivesMotivation comes from the work itself and can be continually re-energizing. That’s what self-organizing teams are all about.A productive, healthy work context is essential to keeping your teams working at full potential. Leverage the best engineering practices and tools for both team and management effectiveness
Resources for More InformationOne More Time: How Do You Motivate Employees?, Fredrick Herzberg Harvard Business Review, January-February 1968.The Managerial Choice – To be efficient and to be human Fredrick Herzberg, Dow Jones-Irwin 1976Work and the Nature of Man Fredrick Herzberg, New American Library, Mentor, 1973The Enterprise and Scrum Ken Schwaber, Microsoft Press, 2007http://msdn.microsoft.com/en-us/library/dd997578(v=VS.100).aspx, Jeff SutherlandDevelopmental sequence in small groups, Bruce W. Tuckman Psychological Bulletin, Volume 63, Number 6 1965Drive: The Surprising Truth About What Motivates Us, Daniel H. Pink, Riverhead Books 2009The Five Dysfunctions of a Team, Patrick Lencioni, Jossey-Bass 2002