PMI-ACP Training Partner Program

RMC TPP ImageWhen I travel I often meet people who say they used my books or other training materials to help them pass their PMI-ACP exam. Plus, I’m also asked by others how to get permission to use my book as the basis for their own PMI-ACP training courses.

So, I am excited to announce the new PMI-ACP Training Partner Program from RMC Learning Solutions. For an introductory low price of $500 per year you receive:

  1. Use of a slide deck (290 slides) from our PMI-ACP® Exam Prep, Second Edition book

Note: These slides are an outline of our book. Our Training Partners use them as supplemental, reference slides as they develop their own course.  You can use some, or all, of these slides in your course.

  1. One Instructor License for the PM FASTrack® PMI-ACP® Exam Simulation Software – v2 (Downloadable exam simulator. This is a $199 value)

Note:  This exclusive Instructor License allows you to use pre-configured exams to focus on/test a specific knowledge area.  The Instructor License is not available outside of RMC and our Training Partners.

  1. Discounts of 35-55% off the List Price of selected RMC LS products you order at one time

Note: This enables you to include our training materials in the price of your course. It also includes discounts on my brand-new PMI-ACP Exam Workbook.

Maybe you already use one of my books for teaching PMI-ACP courses, or maybe you are looking for slides on which to base a course? Either way, getting professional materials aligned to the PMI-ACP exam content outline is much easier than building them all yourself. Also, you can rest assured that the permissions are all in order and everything will be updated as the exam changes.

If you would like to learn more about this program and take advantage of savings of 35-55%, please contact Marcie McCarthy at mmccarthy@rmcls.com


PMBOK Guide 6th Edition and Agile Practice Guide - Impacts on Credentials

PMBOK and APGOn September 6, 2017, the PMI published the new PMBOK® Guide 6th Edition and the accompanying Agile Practice Guide. As co-author of the PMBOK® Guide agile content and chair of the Agile Practice Guide, it was great to see these projects finally come to fruition. They represent hundreds of hours of unpaid volunteer work by everyone who worked on them.

However, anyone considering taking their PMP or PMI-ACP is probably wondering if / how these new releases impact their study plans? The good news is, minimally. Since while the PMBOK® Guide sees some significant changes such as a new appendix on the use of “Agile, adaptive, iterative and hybrid approaches” the Exam Content Outlines for the PMP and PMI-ACP are not changing anytime soon.

What many people do not know is that it is the Exam Content Outline, not the PMBOK® Guide, or other publications, that dictate what is tested for in the exams. The Exam Content Outline for the PMP credential is created and published by the PMI. It is available for download here. The Exam Content Outline for the PMI-ACP credential is available here.

Each question in the PMP or PMI-ACP exam is based on at least two source publications. For the PMP exam, the PMBOK® Guide is frequently one source publication. For the PMI-ACP there are a dozen reference books, listed in the PMI-ACP Reference List.

So, the PMP and PMI-ACP exam questions are influenced by the Exam Contents Outlines more than the reference publications. Questions do have to be based on the reference publications, but only on the scope that is defined by the Exam Content Outline.

The image below depicts the process

PMI Exam Question Process

Of all the project practices that are in use, (1) the Exam Content Outline acts like a filter (2) that limits what scope goes into the item writing (question writing) process. Only topics defined in the Exam Content Outline will be tested on the exam. Item writers (question writers) create multiple-choice questions (4) based on two or more reference publications (3). It is entirely possible to write a question that maps to the exam content outline and is backed by two other books and not PMBOK® Guide. In this way, it’s meant to test experience and application of knowledge rather than test the content of any one book. The references are utilized to ensure questions aren’t based on peoples’ opinions or biases—rather they are based on best practices.

In the image above the shaded portion of the reference sources represent just the scope of those books that apply to topics in the Exam Content Outline. When the PMI recently published the PMBOK® Guide 6th Edition and the Agile Practice Guide they added to the Reference Publications.

These new publications contain additional content, but until the Exam Content outline is changed through a process called a Role Delineation Study none of the new content will be tested.

PMBOK Guide Scope

So, yes, the new publications contain additional information, and yes, the exam questions are based on these publications. However, since the Exam Content Outline has not changed, none of this new material will be on the exam.

What Is Changing for PMP and PMI-ACP?

A lexicon harmonization process is occurring. This means questions will be checked and updated to use words consistent with the latest standards and guides. Both the PMBOK® and the Agile Practice Guide has a Definitions section that defines the terms they use located just before the Index. It is recommended candidates read the updated definitions to make sure they are familiar with the terms and descriptions of them.

The PMP does not currently use the APG as a reference source so it’s unlikely that PMP aspirants need to learn any new terms from the APG at this time. (However, the Agile Practice Guide does contain lots of practical guidance for project practitioners using agile and hybrid approaches.)

Likewise, the PMI-ACP Exam does not use PMBOK® Guide as a reference source so people are insulated from any terminology changes there. (However, the PMBOK® Guide 6th Edition contains guidance for tailoring approaches for agile lifecycles, so you might want to check it out.)

CAPM

The only Exam that will be impacted shortly is the CAPM exam. The CAPM is based solely on the PMBOK® Guide and a Role Delineation Study for a new CAPM exam is underway. The PMI will be announcing when the CAPM Exam is changing too soon. Exams taken after the change will be based on the PMBOK® Guide 6th Edition.

Summary

If you are studying for a PMP or PMI-ACP credential, the recent publication of the PMBOK® Guide 6th Edition and the Agile Practice Guide should have only a small impact on your study plans. You should familiarize yourself with the terms used in these guides, PMBOK® for PMP, Agile Practice Guide for PMI-ACP. However, since the Exam Content Outlines are not changing in the short term, there is no requirement to learn any of the new material at this time.

Candidates studying for the CAPM whishing to take their exam in Q1 2018 or later, should switch their study source to the new PMBOK® Guide 6th Edition. The CAPM is based solely on the PMBOK® Guide and this certification is having its Exam Content Outline updated. For the latest announcements for CAPM aspirants check the PMI website here.

[I originally wrote this article for ProjectManagement.com and it is available for members here]

 


The Importance of Focus

Edison BulbI have an old-fashioned Edison bulb desk lamp. It’s to remind me to focus (and because I like steampunk, industrial design). A 40-watt incandescent bulb will barely light a room, but a 40-watt laser can cut through aluminium, leather, and wood. It is the same amount of light energy, just focussed instead of being diffused.

The same principle applies to our attention, work and teams. Diffused and scattered there is not much impact. Focussed and concentrated that energy is very impactful. Removing distractions and focussing on a single deliverable at a time allows us to complete our work faster with fewer defects.

Aligning a team to a common vision and purpose directs their energy towards it. No longer diffused to fulfil a dozen competing demands, effort is channelled to the shared goal. Distractions come in many forms. Fancy tools, cool architecture, requests from different groups. If we do not pay attention to focus, our laser beam team becomes an Edison bulb, it is busy and glowing, but not very effective.

So, be cautious of distractions. Monitor time and energy directed to the project goal compared to energy directed to peripheral activities. Work life is like a greased pole with a 40-watt Edison bulb at the bottom and a 40-watt laser at the top. We must always be striving upwards to focus because as we relax we slide down towards distraction.

(Also visible in the picture is my “Do The Work” Post-it. another reminder to focus and a pointer to work on the same topic by Seth Godin and Stephen Pressfield. I guess I could get a 40-watt laser too, but that would scorch the cat rather than amuse it. Plus yes, it is snowing here and yes, my windows are old)


PMI Global Conference Chicago

PMI-Global-Conferenc-2017-Circle-Join-Me-OctI will be in Chicago this weekend for the PMI Global Conference. It’s going to be a busy couple of days with a presentation on Saturday chronicling project uncertainty and solutions. Then on Sunday a deep-dive workshop with Jesse Fewell into the new Agile Practice Guide. I’ll also be doing a couple of podcast interviews and helping at the PMI Poster session and the RMC booth.

I am looking forward to the conference and keynotes from Tim Berners-Lee on the Future of Tech. There is also Nicholas Epley presenting on Mindwise: How We Understand What Others Think Believe, Feel, Want. Finally, Mercedes Ramirez-Johnson provides the closing keynote on: Get it Right Today, Not Tomorrow about the need for urgent action and living with intention.

I’d love to chat to anyone who knows me, has used my books, or has questions about the PMI-ACP or the new Agile Practice Guide. Please drop by my sessions or look for me at the RMC booth. Being tucked away in a small Canadian ski town is great for outdoor activities but not so good for networking. So, I am really looking forward to it.


We Should All Be Learners

LearnersKnowledge work is learning work.” That was the message delivered by Dianna Larson’s keynote presentation at the Agile on The Beach conference held in Falmouth, England earlier this Summer. Dianna explained that anyone involved in today’s collaborative, problem-solving projects such as new product development need to be learners. We all need to learn how to learn new topics effectively and get used to lifelong learning to stay useful and relevant.

Technology evolution and disruptive business changes are happening at such a high rate now that we can no longer rely on the theories and techniques we gained at university to see us through our professional careers. Instead, we must learn on the job and in our own time to stay current. How much we learn and how quickly we can learn new skills become our competitive advantage.

“Learning is not compulsory… neither is survival.” – W. Edwards Deming

By learning new skills, we increase our adaptability and usefulness in the marketplace. It creates resiliency to becoming obsolete and provides more career options. Like many things, this is not a zero-sum game; it is not just about us learning things faster than other people to stay employed. If we can increase our team’s ability to learn also, it will be more successful and so will our organization.

For on-job learning to occur, we need three attributes:

  1. Courage
  2. Compassion
  3. Confidence

To be effective leaders and help promote learning in our teams and organizations, we must embrace and model these desired behaviors:

1. Courage: It takes courage to be okay with not knowing something. It takes courage to be wrong and fail as we try to gain and apply new skills. It requires a willingness to be curious and a willingness to tolerate the messiness of trial and error that comes from learning. So check your ego at the door, get over yourself and admit what you do not (yet) know.

2. Compassion: We need a safe space to learn. Also (and this is a surprise to some people), the transparency of showing what we do not know is motivating to others. When leaders learn out loud, it creates compassion toward them. So, create a secure place for people to learn on your projects. Provide psychological safety and encourage learning by doing it yourself in public.

Since we learn in the direction we ask questions, we should frame work as a series of learning problems, not execution problems. For example, instead of explaining the task of porting a system from .NET to Android, explain that our success is linked to our ability to learn Xamarin, our selected tool to port .Net to Android. Clearly explaining we want people to learn new skills is often the approval enabler they need to dedicate themselves to being more useful.

3. Confidence: We need confidence to try and we need to understand our confidence levels. When we learn anything new of significance, our confidence will likely move through the stages depicted in the Satir Change Curve. Think about when you learned to drive, play a musical instrument or learn a foreign language. First, our confidence is high at the prospect of gaining independence, becoming a rock star or traveling with ease. This is illustrated by the initial high score of confidence/comfort at point 1 on the graph below:

Satir

Then we start our learning and we quickly realize that driving, playing the guitar or learning Spanish is difficult and we are not as good at it as we are at all the familiar things we do every day. This is the confusion/loss period of the Satir Change Curve shown as point 2. Many adults who have not had to learn significant new skills for many years find this very uncomfortable.

Next, comes the “groan zone” of turmoil and despair, where some days go well and some days go bad and you seem to be moving backwards (point 3). Understanding that this is perfectly normal is a great relief for many learners. It is helpful to just point to the graph and explaining it is okay to feel bad because they are in the turmoil/despair phase of learning a new skill, and it will be followed by growth and confidence if they just stick with it.

Finally, with perseverance and practice, we acquire the new knowledge or skill and our confidence and comfort rises above our original level (point 4) along with our usefulness.

Summary
Learning and the need to learn are not identifiers of a junior employee anymore. They are the hallmarks of the professional knowledge worker. We need to move beyond the stigma of not knowing all the answers and embrace the learning path that comes with not knowing, making mistakes and asking for help.

When leaders model the learning mindset of curiosity and the courage to learn out loud, they pave the way for faster organizational learning and increased competitive advantage.

[I wrote this article first for ProjectManagement.com here]


PMBOK Guide – 6th Edition gets an Agile Appendix + All new Agile Practice Guide

PMBOK v6 CoverNext week the PMI launches the 6th edition of its Guide to the PMBOK. Changes for this edition include an Agile Appendix and Agile Introductions to each of the Knowledge Areas. I hope people find them useful. I co-wrote them with Jesse Fewell around this time last year and we have been waiting for the guide to make its way through the PMI standards publication process that includes translation into 11 languages.

I believe some agile approaches can be used on every project. These include more frequent: communications, validation of solution increments, and review and adaptation of process. However, not everyone shares my view and so the agile coverage in the PMBOK Guide – 6th Edition is focussed in the Appendix and Knowledge Area Introductions, leaving the bulk of the guide unchanged with its coverage of single-pass, iterative and incremental approaches to projects. Yes, the PMBOK Guide already talks about iterative and incremental approaches, if any critics would read it.

Anyway, for people looking for additional agile coverage, the PMI in partnership with the Agile Alliance is also publishing an Agile Practice Guide that is referenced by the new PMBOK Guide. This dedicated book for project practitioners who are implementing agile (quite often in traditional, plan-driven environments) aims to provide additional practical guidance. I was honored when the PMI and Agile Alliance asked me to Chair the author group for writing the new Agile Practice Guide. It’s not often you get an opportunity to lead a group of industry experts in creating a new guide that will be used by thousands of practitioners.

APG Cover

We had a great set of authors including: Jesse Fewel, Becky Hartman, Betsy Kaufman, Stephen Matola, Johanna Rothman, and Horia Slusanschi we also had a very helpful research and guidance team including: Karl Best, Alicia Burke, Edivandro Conforto, Dave Garrett, Roberta Storer, and Stephen Townsend.

From August to December last year we wrote the new Agile Practice Guide as a team. Meeting face-to-face a few times and pairing to write and review each chapter. Collaborative writing like this is slow and sometimes painful as we all have our own styles, pet peeves, and limited availability for volunteering time on unpaid efforts. When you multiply these foibles by the 7 authors and overlay everyone’s time availability to discover little or no common time slots, the challenges of writing anything become clear.

Another challenge was pleasing our sponsoring groups. The Agile Alliance understandably wanted to ensure we did not attempt to document some incremental-waterfall abomination that missed the agile mindset and values. Likewise, the PMI was keen to ensure we did not denigrate plan-driven approaches, contradict elements of their other standards, or define terms differently than the PMI Lexicon of Terms. We also had to align with the upcoming BA Standard and writing style standards. Luckily people could see the potential help such a guide would bring and the credibility of an Agile Alliance and PMI sponsored collaboration. If it was easy it would likely have been done already.

At the end of December 2016, we sent a draft out for Subject Matter Expert review. Around 60 people split equally from the agile community and the project management community reviewed our little book and sent in an unexpectedly high (over 3,000) number of comments. Some were high praise “At last a guide to bridge the divide, great job”, some were not so kind “This section is hippy BS”, most were genuine feedback like “In section 3 you said first consider doing x now in section 5 you are suggesting first doing y”.

We spent several weeks reviewing and applying the feedback comments and the guide improved tremendously as a result. With the handoff date for publication looming we did not have time to apply all the suggested comments so we prioritized them, met and worked through as many as we could up to the ship date, retaining the remainder for the next edition. The Agile Alliance Board of Directors and PMI Management Advisory Board (MAG) reviewed it and gave us the all-clear to release (after a few more tweaks). We had our Minimum Viable Product (MVP).

Not everyone who reviewed the final draft was happy. Some “agile enthusiasts” thought we went too far discussing the application of hybrid approaches. Some “traditional enthusiasts” thought we undermined plan-driven approaches too much. I saw this as validation of us hitting our target market of practitioners just trying to be successful with agile teams in sometimes less-than-agile-friendly traditional environments. Our task was an analog of theirs. When we managed to annoy both ends of the project execution spectrum to about equal degrees we had arrived right where we needed to be!

I am used to having my work criticized. I stopped trying to please everyone years ago and now write my true convictions and they seem to resonate with a few people which is great. I felt bad for the other writers though, especially those that had not published many articles before. Representing the Agile Alliance or PMI and being part of a contentious guide is a daunting task. Publishing something for general use takes courage and exposes your thoughts and work. So, you want your first publication to be accepted not criticized. We had a challenging timeline and set of constraints and am very proud of what everyone produced. It is v1 of the guide and we are looking for volunteers to implement many of the other great suggestions we did not get time to implement and to further the guide with their own suggestions.

The PMBOK Guide - 6th Edition will be available as a free download for PMI members and to purchase in paper form. The new Agile Practice Guide will be available as a free download for Agile Alliance members and PMI members and also to purchase in paper form. Both are available on September 6th.


Agile 2017

17-2480-Agile_Orlando2017_Speaking_300x250_FM (1)I will be speaking at two presentations at the Agile 2017 Conference next week in Orlando. I am looking forward to catching up with old colleagues and meeting new practitioners, it looks set to be a great event.

My first presentation is called “Bridging Mindsets: Creating the PMI Agile Practice Guide” and is an experience report that tells the story of creating the Agile Practice Guide. This is a new book, sponsored by the Agile Alliance and the Project Management Institute that will be published September 6th. I was Chairman of the writers group and along with Vice-Chair Johanna Rothman we will explain the inputs and constraints to the guide along with our iterative, pair-writing process.

Agile Practice Guide Inputs

My second presentation is called “Integral but Insufficient: Why the Future Needs More than Agile to be Successful”. This one is a little more controversial, claiming large complex projects are rarely successful using agile alone. It is based on my 23-year experience of working on successful and not so successful agile projects, particularly one team that won a PMI “Project Of The Year” award.

It introduces some core observations such as good answers are rarely simple, and processes carry weight while knowledge is weightless:

Agile Conference Slides

Along with suggestions for a more cohesive, comprehensive model that will be the focus of my next book. I am looking forward to sharing these ideas with people and hearing their reactions. I hope to see you there.


New PMI-ACP Workbook

PMI-ACP WorkbookI am pleased to announce the availability of my new PMI-ACP Workbook. This new workbook focusses on a smaller subset of 50 key topics.   My original PMI-ACP Exam Prep book distilled all the relevant content from the 11 books on the PMI-ACP recommended reading list in a common voice. The workbook is also different by providing lots of exercises and many situational questions like you will find in the exam.

So, while my PMI-ACP Exam Prep book covers all the background and theory – ideal for a comprehensive coverage of everything in the exam, the new PMI-ACP Workbook is a practical, hands-on study tool that focusses on the core topics needed to pass the exam. If you already have your CSM credential or 3+ years of agile experience you likely know the agile mindset, values and principles material already. However, you may not have the lean, kanban, and team development knowledge needed to pass the PMI-ACP exam so the workbook can fill those gaps.

To help determine which book is best for you I created the following flowchart:

PMI-ACP Workbook Flowchart

Hands-on learners and people who do not want to read all about how the approaches fit together will find the 50 key topics of the new workbook a simpler way to navigate the material. Also, since the content is arranged by topic alphabetically you can easily jump around and create your own study plan based on just the topics you need.

While the workbook coverage of topics is less than the prep-book, the emphasis on exercises and situational questions is much higher and accounts for the slightly higher page count (457 pages). There is white space for writing notes and the whole thing is spiral bound so it lays flat when you are working in it. The content changes are summarized by these rough page count graphs:

PMI-ACP Book Contents

I think it fills an important need. A workbook for hands-on learners looking to build their own study plan and gain access to high-quality situational questions. It also provides access to a free online quiz. Readers can order and get an early-bird discount from RMC here.

 

 


Agile DNA Webinar

Agile DNA 2This post is a follow-up to my Agile DNA webinar I hosted a couple of weeks ago. This was my first webinar for RMC and we had a great attendance with over 2,000 people registering for the event. The recording is available now,  see below for details of how to access it.

The webinar was entitled “Agile DNA, the People and Process Elements of Successful Agile Projects” and the DNA theme came from the twin strands of People and Process guidance that run through all agile approaches and make agile uniquely what it is.

Agile DNA 1

In case you have not noticed it before, Agile approaches weave people elements and process elements together through the agile mindset, values and principles. For simplicity of understanding we pull these elements apart to talk about them individually, but in reality, they are inextricably linked and self-supporting.

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New Role with RMC Learning Solutions

RMCLS LogoI have taken on an exciting new part-time role with RMC Learning Solutions as their Agile Practice Lead. I worked with RMC to create my PMI-ACP Exam Prep book and their ACP training offerings. So, I am really looking forward to working with them further. Previously, as a one-person company with a full-time contract job, I had more ideas for books, web sites and articles than I ever had time to develop. Working with RMC who have dedicated production staff, web developers and editors, I hope to get a lot more content available for a larger audience.

For the last 16 years, I have been pursuing my agile writing in my “free” time. I moved to Canmore a few years ago, and love the location, but the commute to Calgary further ate into that time. Working 50% of the time for RMC from home will free up more time for writing and occasional training and consulting. My challenge will be to stay focused and not use all the extra time for biking, running and skiing.

For RMC, my year kicks off with an introduction to agile webinar called “Agile DNA”, sign-up here. Then an e-learning course and a new book I have been working on will be announced with more to follow. Stay tuned for updates and more articles; heck I might even upgrade my LeadingAnswers.com website to be responsive and searchable – or go fat biking.


PMI-ACP Exam Prep with Mike Griffiths – Mind Map

Mind Map SmallFor anyone studying for their PMI-ACP exam, I have created a mind-map of the PMI’s Exam Content Outline and my book contents. So here it is, on a single (large) page all the topics within the exam and the second edition of my book.

Mind-maps show relationships between topics and provide hierarchy and structure. It could be used as a study check list – print a copy and cross off topics you are comfortable with leaving the topics to study. Or an everything-on-one-page view of the content in the exam – like a packing list for a trip, you can refer back to it and reassure yourself you “have” everything.

Anyway, if you find it useful you are free to use it for you own personal study. I hope it is helpful in an: “OK, I have got this” kind of way and not scary as in an: “Oh no, look at all the stuff in the exam!” kind of way.

I think it is interesting to understand why laying things out spatially helps with comprehension and recall from memory. It allows us to tap into our spatial awareness and engages the right hemisphere of the brain and that makes us less likely to forget them. (Assigning things we want to remember to a location is a memory aid that many memory-improvement techniques use. Probably using skills developed back in our hunter-gatherer days when our survival relied upon remembering where to find food and water, we have better recall of things assigned a physical location.) This is the reason today’s military still use visual tokens to represented enemy forces, despite having access to the world’s most sophisticated tools. The impacts of forgetting about them can be fatal; fortunately, exams are less critical, but we can still benefit from tapping into our spatial recall circuits.

Use the link below for the high resolution version.

Download PMI-ACP Book Mind Map


PMBOK v6 Work

Agile LifecycleAs you probably know the Exposure Draft of the PMBOK v6 Guide is making its way through review at the moment. I have been working with the PMI on some iterative, adaptive and agile content and look forward to when the non-disclosure agreements are lifted and I can tell you all about it. I think I can state, without saying too much, that people can expect to see a natural evolution of mainstreaming techniques that are now considered common practice.

Looking through my web site visitor statistics it is clear that one of the popular resources is my PMBOK v4 Guide to Agile mappings. These were created many years ago to support a training course I used to run for project managers operating in environments governed by PMBOK v4 Guide processes.

A couple of years ago I updated the "Agile Guidance for the PMBOK V5 Guide" but did not share it publicly because it is just as easy to misuse it as use it. It is NOT a how-to-do-agile in a PMBOK based company, a project executed only through the steps discussed in the guide would be a nasty Franken-process that is neither agile or plan based. Instead, it is a thinking tool and discussion guide only for people operating in environments with both plan-driven and agile type. With that prefix and warning, my agile discussion of the PMBOK v5 guide can be viewed and downloaded here: Download Agile and PMI PMBOK v5 Guide Alignment.


20 PMI-ACP v2 Sample Questions

Pmi-acp_fastrack_2e_cdFollowing the update to the PMI-ACP Exam with the addition of the new “Agile Principles and Mindeset” domain I updated my PMI-ACP Exam Prep book and have now just finished the new questions for FASTrack Exam simulator. Feedback from people taking the exam indicated more difficult and more scenario based questions were wanted.

Well, you asked and we listened. The new FASTrack exam features over 500 PMI-ACP questions with answers and explanations to get you ready for passing your PMI-ACP exam as quickly as possible. The FASTrack exam simulator complements the book and provides references to which page in the book to read if you need more information about a topic.

As an early release bonus you can receive 30% discount off my book and the FASTrack exam simulator.

 

To give you a taste here are 20 sample questions:

 

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Back to the Future Slides

Back to the FutureHere are my slides from the recent PMI-SAC Professional Development Conference: Download Managing the Unknown with Marty McFly .The theme for the conference was Back to The Future and my presentation explained how projects throughout history have managed uncertainty and how we do it today. I also introduced a half-serious idea that the PMI accidently removed most of the theory on managing uncertainty in their attempt to simplify and serialize project management so they could document it in the PMBOK Guide and create multiple choice questions based on it.

It was great to catch up with old friends at the conference and receive such positive feedback about my presentation. It was a bit of a departure for me, delving into history, but an enjoyable one and I learned lots researching it.


Agile Benefits Management

Benefits are why we undertake projects. Projects are expensive to undertake and have a risk of failure. So, we need to get benefits from them, or at least think we will get benefits from them, to start projects in the first place. Often the benefits of a project are not fully realized until after the project is finished. This is why benefits management is usually the domain of program management. Sitting a level higher than individual projects and operating over longer timelines, programs are better positioned to identify, track and transition benefits from individual projects or groups of related projects.

Agile approaches place strong emphasis on delivering business value. Work is prioritized with the highest business value items done early and definitions of “done” that focus on acceptance rather than completion of work help ensure benefits are truly delivered. This aligns them well for benefits tracking and management, but there is more to understand to truly integrate agile projects with effective benefits management.

First let’s take a peek at the established world of benefits management. The PMI’s Standard for Program Management has three program phases: 

 

  1.   . Program Definition
  2.     Program Benefits Delivery
  3.     Program Closure

 

 These are shown below along with a breakout of Benefits Delivery steps:

Agile Benefits Management

It is interesting to note that sub-steps 2 and 3, “Benefits Analysis and Planning” and “Benefits Delivery” are iterative. So we can see, program management is focused on the iterative delivery of benefits; which is what agile is all about so why do agile teams often face challenges from traditional project managers and PMOs? 

 

Thick Sandwiches

This is an aside, but a repeating pattern we often encounter is something I call the “Thick Sandwich”. It describes the situation where workers want to do the right thing and executives and senior managers want business benefits, but placed between them is a layer of middle management who, while well intentioned, tend to obstruct common sense and efficient delivery. So, engineers want to be useful, sponsors want products, but project management as a discipline aims to bring order, predictability, measurement and controls tend to gum up the whole process. 

Middle managers and their processes are created to optimize the process, add rigor and controls, but often just hinder the process. Lean processes (including agile) run up against this often. Agile is well aligned at CMMI levels 1 (Initial), 2 (Defined) and 3 (Managed), it also perfectly aligns with CMMI level 5 (Optimizing) that focuses on process improvement but runs afoul on the documentation and controls layer of CMMI level 4 (Quantitatively Managed). Here again the well-intentioned layer of rigor and control can act as a value delivery inhibitor if we are not careful.

 

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PMI-ACP Training in Calgary

CalgaryI am testing demand for another Calgary based PMI-ACP Exam Prep course. Please let me know via email to Mike <at> LeadingAnswers.com if you are interested in attending a 3-day Calgary based PMI-ACP Exam preparation course. 

 

Evolution of the PMI-ACP Credential

I ran a couple of Calgary based PMI-ACP courses three years ago when the exam first came out. Since then the certification has grown in popularity from niche to mainstream with over 10,000 people now holding the credential. This makes it the most popular experience based agile certification and the credential of choice for hiring managers looking for the rigor of a ISO 17024 backed PMI credential. 

In October 2015 the PMI rolled out the updated version of the PMI-ACP exam, based on feedback from hundreds of existing credential holders and agile practitioners. The new Exam Content Outline has been restructured with the addition of a new domain “Agile Principles and Mindset” to focus on thinking and acting in an agile way as opposed to simply implementing agile processes and hoping for improved results.

 

My Involvement in the PMI-ACP Credential

I was a founding member of the steering committee that designed and developed the exam content outline. We based the exam on what agile practitioners with a year or two’s experience should know to be effective. We wanted a methodology agnostic credential that captured the agile practices used on most projects most of the time. The exam covers Lean, Kanban and agile methods such as Scrum and XP. 

I worked with RMC to write their best-selling PMI-ACP Exam Preparation book. I recently updated this book to restructure it to the new Exam Content Outline. The book is currently available for 30% off from RMC here and is also included in the course.

 

Details about the Course

The course will be capped to 15 people for better Q&A and will take place at historic Fort Calgary which is close to downtown on 9th Avenue and has free parking. It includes the second edition of my book, colour printed workbook, sample exam questions, and USB stick of additional materials. 

The course has a 100% pass rate and uses Turning Technologies audience response technology. Following the course each participant receives a personalized follow-up study plan based on their sample question performances. For more details see the Course Outline.  To express an interest and get pricing information please contact Mike <at> @LeadingAnswers.com.


Second Edition of My PMI-ACP Book is Now Available

2nd EditionEven though several people reported receiving their books last week, Canada Post takes a little longer, but today I got my first look at the second edition of my PMI-ACP Prep book. There is more coverage of Lean, Kanban and Scrum. It has been restructured to match the new PMI Exam Content Outline domains and has a new section on Agile Mindset. These changes along with more practice questions increases the page count by some 85+ pages.

It’s a hefty text book now, but the extra material is support, more explanation and feedback suggestions from hundreds of readers of the first edition. The exam content was restructured but did not change that much. So it is not that there is now more to learn rather more material to help you on your way to earning the PMI-ACP credential.

RMC has a 30% off early-release offer right now that can be found here.


Agile Talent Management

Talent ManagementTalent Management is the science of human resource planning to improve business value. It includes the activities of recruiting, retaining, developing and rewarding people along with workforce planning. From an agile perspective much of what we do on agile projects helps with talent management. We encourage empowered teams and give people autonomy over how they work which improves satisfaction and motivation. We also promote knowledge sharing through a variety of collaborative practices which reduce the impact to the team of people leaving. 

However, these measures only address some recommendations for talent management. This article examines the ideas and project implications of the other recommendations. First, let’s examine why talent management is important and understand the labor cost vs opportunity cost differential. 

Recruiting costs

If we lose a team member and need to replace them; a job posting needs to be created and sent out to agencies and online forums. We then need to sift through replies and come up with a short list of candidates to consider further. Next comes reviewing candidates with the project manager, arranging interviews, interviewing candidates (preferably with team involvement), following up on references, salary negotiations and hopefully finally hiring someone. I went through this recently for a developer on a software project and estimated the total time to the organization to be 64 hours. At an average labor rate of $80/hr that is $5,120. Had our first choice candidate not joined or failed reference checks the total time to hire would be much higher. 

Getting up to Speed Costs

A point often overlooked is not this initial hire effort, but the subsequent, much larger learning cycle before becoming a productive team member. A convenient Tayloristic view of management believes one developer can be swapped out for another. However, for a large, complex project it often takes smart, motivated individuals 3 months of learning to get up to speed with the business and technical domain and a further 6 months before they become truly productive. In these first 3 months not only are they not contributing to net new functionality but they are spending 50% of their time asking questions of other team members – slowing their output too. 

These costs are huge, assuming a fully loaded developer rate of $80 / hour (typical for North American software engineering) 3 months of not contributing and slowing other developers by 50% full time equivalent (FTE) costs: 3m X 4.2wks x 40hrs x $80/hr + 50%(3m X 4.2wks x 40hrs x $80/hr) = $60,480.

Follow this with 6 months of increasing capability going from 0% productive (no longer a net drain) to 100% productive (up to speed) we can use an average figure of 50% non-productive so 6m x 4.2wks x 40hrs x $80/hr x 50% = $40,320 

So, the cost of losing a team member and having to recruit and train another could easily be $5,120 + $60,480 + $40,320 = $105,920. However it gets worse, whenever a high performing team loses a team member they move from the Tuckman “Performing“ phase to the ‘Storming” phase again as the team dynamics change and have to get back through “Norming“ to “Performing”. 

Continue reading "Agile Talent Management" »


Agile Innovation

Psst, this is your conscious, I am here to remind you about something you have thought about, but then hid away in the back of your mind. Lots of this agile stuff is hypocritical, it preaches evolution and change, but then we ask the same old three questions at standup every day. Also, why must we have standup every day, isn’t that kind of prescriptive? Agile methods are supposed to facilitate innovation through iterative development followed by inspection and adaption. They practice the scientific method of measurement and feedback on products and team work; so why are the agile practices themselves magically exempt from this precious evolution?

I believe there are two main reasons; first off, it is to protect inexperienced agile practitioners from themselves. With a free rein to morph product and process there is a strong likelihood that by six months into a project the practices followed by the team would have deviated from the proven and tested methods of most successful teams. The risk of failure would increase and every project in a company would be using a radically different approach making integration, scaling and team member transfers a major problem.

The other reason is a little more sinister. Most of the creators, proponents and promotors of agile methods have interests in keeping the methods pure vanilla. This is so they can create training courses, certifications and web sites for them. While scrum, as one example, has its specialized ceremony names and products you can neatly market services for it. If you allow or encourage people to change it then the result is not so proprietary and more difficult to defend, promote and assert ownership over.

I am not suggesting we should be changing agile methods willy-nilly, I think a basic suggestion to try them out-of-the-box for a couple of years is sound advice. However, beyond that I believe there are great opportunities for growth and deviation outside the standard agile models for stable teams who want to evolve further. This article tells the story of one team that did just that and what other people can learn from it.

Continue reading "Agile Innovation" »


Agile and Strategic Alignment

This month’s theme at ProjectManagement.com is “Strategy Alignment/IT Strategy.” This can seem at odds for agile teams who organically grow solutions towards evolving requirements. Where’s the strategy in that, and how do we promote empowered teams while preventing chaos? Most organizations spend considerable time and effort developing strategic roadmaps and they don’t want this work undermined by unordered development.

Fortunately, hope is at hand with some well proven models. While the common kernel of agile practices make little mention of strategy or architecture, many of the supporting guides and scaling approaches handle the topic well. So, when faced with a criticism of no place for IT strategy or struggling to link an existing strategy to an autonomous team we can turn to these agile “wrappers” for inspiration and guidance.

You do not have to be using these approaches as standards at your organization to make use of the integration points and approaches they recommend. Instead see how strategy and architecture are handled and then apply a similar approach in your project and organization.

DSDM

Dynamic Systems Development Method (DSDM) is an agile approach that started in Europe and covers a broader project lifecycle timeline than most agile methods. It starts early with Feasibility and Business Study phases goes beyond deployment to handle Post Project work. Unlike most agile methods that don’t mention architecture DSDM has an architectural deliverable called the System Architecture Definition (SAD) that is created early on in the Business Study phase.

Agile projects struggling to appease architecture groups and facing criticisms of lacking strategic alignment, could look to the DSDM System Architecture Definition as a template for an early project, light-weight solution. DSDM also fits well with The Open Group Architecture Framework (TOGAF) standard and there is a White Paper on DSDM and TOGAF Integration White Paper here.

SAFe

The Scaled Agile Framework (SAFe) is a knowledge base for implementing agile practices at enterprise scale. It presents this information through a Big Picture View that shows how the work of agile project teams can be rolled up into programs with their own program backlogs. Then explains how programs fit into larger portfolios that implement product investment and strategic themes.

Continue reading "Agile and Strategic Alignment" »


Agoraphobia: The Fear and Loathing of Open Space Offices

Agile methods like XP, Scrum and DSDM have been advocating co-located teams in open plan offices now for 20 years. The idea being that since face-to-face communications are the fastest and most efficient, teams should be established to work this way whenever possible. Also, software projects, where agile methods started from, build intangible, often new and novel solutions to problems; as such there are lots of opportunities for miscommunication about how these new systems should look and work. Having people working together makes it easier to surface these misunderstandings, collectively troubleshoot problems and collaborate on new solutions.

However co-location is not always possible and open plan offices can suffer from “noise pollution” and frequent interruptions. The following infographic was created by a Voice Over Internet Protocol (VOIP) provider so probably has some selection bias, but importantly draws its findings from over a dozen respectable sources including articles from Bloomberg, The Guardian, the Wall Street Journal and Fortune.

Continue reading "Agoraphobia: The Fear and Loathing of Open Space Offices" »


PMI-ACP LinkedIn Group Growing

Last week we passed 500 members for the new “PMI-ACP Exam Prep with Mike Griffiths” LinkedIn Group.

That is a great start and plenty enough to begin discussing topics about the exam for people studying for the credential and those already with it. I have just posted a new discussion on the suitability of the PMI-ACP curriculum you can join the group and see it here

Text_illustration


PMI-ACP LinkedIn Study Group

PMI-ACP Study GroupI have created a LinkedIn group for readers of my PMI-ACP Exam Prep book. The group combines the features of a study group and Q&A forum along with exam taking tips. Once we have critical mass I will focus on a chapter for 2 weeks discussing topics and answering questions.

I would also like to hear from people after they take their exam to get feedback on how using the book worked for them and any suggestions for the second edition. If you are interested, please help me in spreading the word and join the group Here.


Big Agile, the Route Less Travelled

Scaling Collaboration not Process is the Key to Enterprise Agility.

CollaborationAgile methods have been found to be extremely effective when used correctly. A reasonable reaction to witnessing any great performance in an organization is to demand more of it. So a tremendous amount of time, effort and resources have been expended over the last few years on scaling agile for the enterprise with all the new processes and models that can go along with that. 

I admire a lot of the work done to scale agile methods in the attempt to replicate the success of the initial `golden-teams` to all groups in an organization. Unfortunately these roll out attempts largely result in disappointment or failure because the investment and effort has been applied in the wrong place. It is not process we need to scale and duplicate, it is the art of collaboration.

Agile methods are successful when they equip motivated subject matter experts to collaborate in an effective way with minimal process overhead. In attempting to make agile methods scalable, it is tempting to add more process to assist larger scale coordination. However that is the last thing we should do. Not that we don’t add more process, just that we add it last, not first, after you have replicated and established collaboration models. Adding process first kills collaboration and then even the best intentioned and resourced development environment is doomed.

This phenomenon of process stifling smart behaviour was identified by Dee Hock, former CEO of Visa who said: `Simple, clear purpose and principles give rise to complex and intelligent behaviour. Complex rules and regulations give rise to simple and stupid behaviour.` The real path to scaling agile successfully is not choosing a scaled framework to implement, but focussing on replicating good teamwork and collaboration models and then adding minimal process.

The trouble is process and tools get all the press because they are more tangible and easier to describe. Plus vendors can promote and sell frameworks more easily than teamwork advice since they are proprietary and more marketable. So, a bit like diet pills and fitness gimmicks, we see more coverage of quick fixes that don’t really work than good (but less flashy) basic nutrition / teamwork advice that actually does work.

Continue reading "Big Agile, the Route Less Travelled" »


LeadingAnswers in 2015

PathwayI am well overdue for posting to this site, but it is not through lack of interest or ideas. There is an inverse relationship between postings and with how busy I have been. When I have time to post here it generally means I am getting some spare time. When you see nothing for weeks (or months) it means I have been busy doing “real-work” which I guess is a good thing. Since I last published some articles here I have been working with APMG on a PMBOK and DSDM Cross Reference and White Paper. This prompted me to update my “PMBOK Guide to Agile Mappings” and bring it up to the latest PMBOK V5 Guide version.

I have been doing some PMI-ACP Exam Prep training courses and taught a Collaborative Risk Management workshop. I gave a keynote presentation at an excellent PMI Conference in Poland and have been working with the PMI on the next version of the Exam Content Outline for the PMI-ACP exam refresh. I have also been teaching at the local university, writing for Gantthead (ProjectManagmeent.com), moved house and doing my regular day job.

These activities have provided me with lots of things to write about here and over the next few weeks I hope to post more regularly and share some cool new content. Thanks for your patience and stay tuned for some more articles soon.


Thinking Tools for Scaling Frameworks

Light bulbsScaling agile is a hot topic these days. Frameworks like LESS (LargE Scale Scrum), SAFe (Scaled Agile Framework) and DAD (Disciplined Agile Delivery) are in the limelight as too are companies training up ‘’Agile Transformation Consultants’’ to transition entire organizations to agile. However, successful scaling is not easy, it is one thing to put a company through a week’s worth of training and mentoring, but another completely to make lasting changes to working practices and resolve all the issues that get surfaced along the way.

 The logic is simple, when executives see a successful agile project their initial thoughts are often: “Great, let’s do more of this!”, yet the solution is complex. Solving the simple question of “How do we reliably duplicate exemplary performance?” is anything but simple.  Moving from one or two successful agile projects to transitioning an entire organization to use agile methods is a challenging and daunting task.

Factors such as people who do not understand the problems with current practices and a lack of agile thinking are difficult issues to overcome. Strategies for transforming an organization to agile vary. Some favour a top-down education process, others a bottom-up, grass roots initiative.

Should the approach be Buddhist (teach the principles and allow local adaptations) or more like Catholicism (everyone must follow a strict standard protocol)? Insights into these concepts of scaling up agile can be found in the book “Scaling Up Excellence: Getting to More Without Settling for Less” by Robert Sutton and Huggy Rao. 

The authors describe this Catholic vs Buddhist split along with strategies for bridging the two. The In-N-Out Burger chain popular in California takes a very Catholic view to replication where common practices are replicated with very little deviation. This is akin to proclaiming all teams will follow Scrum by the book. The KFC food franchise on the other hand, allows lots of local customization and sells egg tarts and soy milk in its stores in China that are not offered in other countries. This is like explaining the agile manifesto values and principles and allowing variations in team implementation.

There are times when the need for local uniqueness is obvious. Stanford researches tracked a software company who opened offices in Silicon Valley and India. The Silicon Valley offices had bare concrete floors and rough unfinished surfaces to provide a funky, urban-contemporary look. Yet in India rough finishings send a different vibe and some locations have more dust and are impractical for women wearing long saris that quickly get dirty as they drag along the floor. So the company quickly dropped its Catholic approach and installed carpeting.

There are also times when people can suffer from “delusions of uniqueness” when they think they are “special” or more unique than they really are and miss out on some improvement. Brigham and Women’s Hospital had very high rates of doctor customization occurring in its selection of joint replacement products despite no evidence suggesting these new products were any better. It seems doctors just enjoyed trying out new technology - a problem common to many industries.

It is possible to bridge the two poles of Catholicism and Buddhism by using swappable sub-assemblies. Like reusable chunks of Lego, these proven successful components can be used to quickly get the benefits of some standard process while allowing for local customization.

In an agile setting this could be as simple as moving the 9:00am Stand-up meeting to 11:00 to ease co-ordination with a West Coast team, or more sophisticated such as swapping iterations for a continuous pull of features via kanban and DevOps in a high change environment.

When discussing the top-down education or bottom-up change, Sutton and Rao assert that success comes from a ground war not just an air war. During World War 2 commanders often called in bombing raids with the hope of devastating the enemy. Unfortunately only 20 percent of bombs dropped fell within 1,000 feet of their target. More recently with the advent of GPS and laser targeting it is easy to think air wars are now effective. However a review of NATO’s seventy eight day air war on Serbia to stop ethnic cleansing by Slobodan Milosevic concluded it was “a major blunder that the use of ground troops was ruled out from the beginning’’.

All the research and case studies in Scaling Up Excellence find that “Scaling requires grinding it out, pressing each person, team, group, division or organization to make one small change after another in what they believe, feel or do.”

Air assaults are often useful first steps, but are rarely long term solutions. More often, territory must be won inch-by-inch working through issues as they are encountered. This requires persistence, lots of work and slow progress to reliably instill a new way of thinking and working.

For these reasons we should be wary of “agile transformations” that claim to transition an entire organization over a 2 week or 2 month period. This is more akin to an air battle. Yes, maybe everyone in the organization was exposed to some agile training and this is a necessary step, but true understanding and adaption only come through use, failure, learning and growth which take much more time.

Before planning to scale agile (or any other approach) discuss the “Catholic vs Buddhist” and “Air-war vs Ground-war” concepts with those who will be engaged in the rollout. Learn to detect Delusions of Uniqueness and employ Lego Bridging Strategies. These techniques can avoid “Clusterfugs” - an enterprise friendly word used to describe a poorly received transformation and instead can pay huge dividends.

[I first wrote this article for ProjectManagement.com here]


Agility as an Enabler for Local Intelligence

Team intelligenceMuch has been written about agile processes, how they can better respond to changing requirements and be used to tune approaches over time through retrospectives and adaptation. While this is true, it masks the importance of human involvement. It is people that respond to change and teams who update and tune their processes. Agile methods give more freedom and autonomy for teams to do the right thing, but it is the team members that act intelligently to improve things.

Understanding this distinction that agile methods don’t directly help much, instead it is the actions of agile team members, allows us to better explain why some agile projects go well and others do not. Agile processes are an enabler for intelligent action, but not a guarantee of it. Teams that are asked to follow agile methods, but not motivated or equipped to improve the project environment will likely fail.

This is why we often see some agile project teams do very well and others struggling to produce results within the same organization. If you look at the processes both teams are following they look the same. They might both be doing daily stand up meetings, iteration planning sessions, backlog prioritization, demos to the business and retrospectives. However, these processes don’t ensure success; it is the local decision making that comes from them (which we observe in different ways) that lead to successful projects.

The concept of “Local intelligence” is described nicely by Malcolm Gladwell in his book “David and Goliath: Underdogs, Misfits, and the Art of Battling Giants”. Gladwell tells the story of Lawrence of Arabia, an archaeologist conscripted into the British Army in World War 1 who led the Arab revolt against the Turkish army occupying Arabia.

Lawrence’s goal was to destroy the long railroad being built to set up operations deep in the Hejaz desert. The odds were against him, the Turks had a modern army and Lawrence commanded an unruly band of Bedouin nomads who were not trained in combat. However they were mobile and self sufficient they travelled extraordinary distances, attacked quickly and were gone before major battles ensued.

Lawrence is best known for leading a daring attack on the port town of Aqaba. The Turks expected an attack to come from British ships offshore, but Lawrence attacked from the unprotected East desert during summer, leading his men on a 600 mile loop no one thought possible and to anyone but the Bedouin nomads likely fatal.

His success was attributed to a number of factors. First, as a historian and archaeologist he had little regard to traditional military order or standards and that helped with unconventional thinking. Second he made great use of the local intelligence of his men who were very self-reliant and skilled in dessert survival and travel to mobilize and do the right things to be successful.

This enablement of local intelligence is the key to agile success too. The agile process is only a framework, the real work happens in the discussions and decisions made by the team. I used to be concerned by how much time some teams spend talking about work compared to actually doing work until I saw a correlation with project success. The teams that spend lots of time discussing options, priorities and business requests were actually thinking and refining strategies to be more effective. They were using local intelligence to be more successful and it showed in their results.

When my current team stopped holding daily stand-up meetings I was a little concerned. I wondered if we were getting lazy. If the process was devolving and should I intervene? However I trusted they must have had the same thoughts and the frequent discussions both face-to-face and online for remote members negated the benefit in these daily updates. To them these meetings felt unnecessary and low value. So, stand-ups became three times a week then twice a week then more sporadic. We have not had a daily standup meeting for three months now and things are going great.

One practice we are doing extra is a weekly technical show-and-tell meeting so developers and QA’s get to see what people have been working on and ask more technical questions ahead of, and separate from, the bi-weekly business demonstration. I am not suggesting that agile teams drop daily stand-ups and adopt weekly technical reviews. For most agile teams the daily stand-up is core and critical for effective communications between team members.

Instead, my point is that success is more closely aligned with the application of local intelligence from the team members than adherence to agile process. What works for one team may not work for another. As leaders of agile teams we should not be looking for conformance to process but signs of effectiveness and the application of local intelligence. High levels of “productive work related discussion” appear a good sign.

By “productive work related discussion” I mean new discussions that cover fresh ground and solve issues, not Bill and Ted having the same argument about architecture X or tool Y. Ask if the discussions result in solutions, are they business results focused, and inclusive to all team members that want to participate? These are indicators that they are productive.

In addition to productive discussion, team led modification of process is another sign of local intelligence applied. The fact the team diagnosed, discussed and agreed on an amendment to regular working process is a good indicator that they are applying local knowledge. Alistair Cockburn’s Shu, Ha, Rei model, describes a progression from obeying the rules (Shu, which means to obey, or follow), consciously moving away from the rules (Ha, which means to break or change), and finally unconsciously finding an individual path (Rei, which means to separate, or release).

Organization adopting agile and teams using agile methods are encouraged to first “use it out of the box” i.e. without modification. Then, only when everyone understands why things are as they are might we want to change process. Many of the agile processes balance each other. Rigorous testing allows for light documentation for instance. Dropping one without addressing the other and you could be headed for trouble.

However, in my view agile processes are a default starting point for teams. They work well and cover all the basics. Yet if the team sees a problem, or an opportunity for improvement then we should not stop them trying to become better. Iterations provide short test cycles to try new approaches and revert back if they are not working or build on success if they are.

When leading teams look for and encourage high levels of engaged debate and productive discussion. Support team based process adaptations and change. They are both signs of an engaged team applying local intelligence to improve their ability to deliver. Agile methods should be enablers of change not strict frameworks to work within. Our goal is performance not conformance so we should provide support and encouragement accordingly.

When asked if my team is agile I answer “kind-of, “mostly” or “predominantly” depending on the formality of the question. However I don’t really care about the label, they are kicking butt and delivering a ton of high quality software the business loves, which is my real focus and measure of success. Methodology labels help shorten conversations about process but are of a lower importance than results, we should act accordingly and spend more time encouraging local intelligence - a critical key to success for today’s knowledge worker projects. 

(Note: This post was first written for ProjectManagement.com here)


Mike Griffiths Receives “PMI-SAC Fellow” Award

Fellowship AwardOn November 12, 2013 Mike was presented with a PMI-SAC Fellow award at the PMI-SAC Awards Gala. The Fellow Award recognizes and honours members who have made sustained and significant contributions to the project management profession and the Institute for more than a decade.

Mike was recognized for his work developing agile project management techniques and promoting agile project management including:

Mike is very grateful to receive this award and hopes to be active in the next 10 years of project management promotion and development.


Overdue Update and Designing the Pontiac Aztek

PDCI have had a busy autumn and it has been too long since I posted here. I did some consulting in Europe and attended the PMI Global Congress in New Orleans to present on “21st Century Risk Management” with Dennis Stevens.

More recently our local PMI Chapter won the “Chapter of the Year” award and held their excellent Professional Development Conference that I gave a couple of presentations at. The first on “PMO Evolution: Frameworks for Integrating Lean, Agile and Traditional Projects” and one on “Surviving Agile Projects” aimed at traditional project managers transitioning to manage their first agile project.

The consulting and conference interactions led to a number of ideas for application on agile projects that I will be sharing here in upcoming posts. At our local PMI conference in Calgary last week Bob Lutz, Retired Vice Chairman of General Motors Corporation gave a great talk on design and project management.

He was discussing the importance of defined, repeatable process for efficient, high quality production. Strict compliance and rigorous process controls certainly help improve the manufacturing process. What was interesting was his cautions about applying defined, repeatable processes to design work. He said it flat out does not work and can lead to terrible products.

Bob recounted how upon rejoining General Motors in 2001 he asked Who the hell designed the Pontiac Aztek?(which appears on many Top 10 worst car design lists and is generally slammed from a design perspective – although liked by some loyal owners.) The Pontiac engineers were very defensive claiming that in fact the design of the Aztek was one of the best executed vehicle design projects that had run, hitting each of its targets and assessment milestones during the process. Lutz went on to say while some processes need rigour, design processes need collaboration, feedback and frequent verification to ensure we are on the right track.

As we execute our projects I think there is great value in determining if we are designing something or manufacturing something. The creation of software solutions is like car design, we are trying to understand the problem space and create candidate prototypes for evaluation and evolution towards the best available solution. This requires collaboration, feedback and frequent verification.

Other projects like upgrading servers and training 500 people are more defined, repeatable activities that can benefit from well defined process and strict controls. Most projects I have worked on have elements of both work types mixed together. An important skill for project managers is to know when to employ strict process and when to encourage less structured collaboration where designs evolve based on build-feedback cycles.

I really enjoyed Bob’s talk; he is an engaging speaker who tells things as he sees them and I look forward to reading his latest book “Icons and Idiots”. Over the coming weeks and months I intend to post here more frequently and continue the dialog on the smart application of process and pragmatism.


Next PMI-ACP Exam Prep Class with Mike Griffiths

PMI-ACP Prep BookMy next PMI-ACP Exam Preparation course will be November 18, 19, 20 in Calgary, Alberta. The course will be capped to 15 people for better Q&A and will take place at historic Fort Calgary which is close to downtown on 9th Avenue and has free parking.

Since I am offering the class in my home town I have no travel costs and can offer the course for a discounted price of $1,290 for 3 days including lunches and snacks, my book, color printed workbook, sample exam questions, and USB stick of additional materials. (You can deduct another $60 if you already have a copy of my PMI-ACP Prep book).

The course has a 100% pass rate and uses Turning Technologies audience response technology. Following the course each participant receives a personalized follow-up study plan based on their sample question performances. For more details see the Course Outline.  To reserve your place or ask questions please contact Training@LeadingAnswers.com.


Methodology Wars – Contradictory Constraints or More Options?

Methodology WarsSome rifts are occurring in AgileLand - a world supposedly driven by cooperation, trust and appreciative inquiry! Debate is arising about first generation agile methods (XP, Scrum) and newer upstarts like Kanban and the Scaled Agile Framework (SAFe). Perhaps because market shifts carry training and consulting revenue with them, but a few people don’t seem very happy, as evidenced by some recent blog posts.

Ken Schwaber’s UnSAFe at Any Speed article describe SAFe as a RUP based dinosaur focussing on processes and tools rather than individuals and Interactions. Ian Mitchel summarises the Scrum vs SAFe debate well in his piece Method Wars and speaks to his own SAFe experiences.

David Anderson wrote a post on how Kanban is Anti SAFe in the way the two methods approach adaptation for an organization. He describes SAFe as a collection of (somewhat outdated) software development best practices that you engage an expert or team of experts to tailor for your organization. Kanban on the other hand is based on the idea that knowledge workers know more about their domain than their supervisors or outside experts do and should therefore be the people selecting and tailoring the approach.  So, instead of using experts to select and tailor process, the team does this work as part of the innovation culture fostered by Kanban.

Alan Shalloway describes Why Net Objectives Supports SAFe; they are a SAFe Silver partner organization, and believe it offers a proven, documented approach to scaling agility that is underpinned by sound lean and agile principles.

When I read these different accounts I find myself agreeing up to a point with each perspective. I don’t go quite as far in my beliefs as each author, but if I was talking to the authors I’d probably just nod and bite my tongue for the small portion I feel they are pushing too far. So does that make me a hypocrite, or an easily persuaded novice?

Feeling a little uncomfortable, but not caring enough to worry about it too much since I’d rather be solving business problems rather than debating religious wars that rarely deliver much value, I found an explanation from an unlikely source. A friend had sent me a link to a DiSC Leadership profile tool, it asks a series of questions about your preferences in a leadership role and generates a nice report on your Leadership style.

My assessment indicated a “D” Dominance preference for Getting Results, Taking Action and Offering Challenge.

DiSC 1

 The tool lists some good tendencies of having a strong drive to:

  • Achieve results
  • Overcome  obstacles
  • Get things moving
  • Work towards challenging goals
  • Convincing others

The assessment also pointed out some potential negative traits including:

  • Problems following strict rules and protocols
  • Performing routine tasks
  • Getting bogged down in inefficient procedure or meetings
  • Things that slow down your pace
  • Dealing with people who don’t meet your standards

Generally I am not a big fan of personality profiles, perhaps I hope to be not as stereotyped or easy to categorize as they suggest. I like to think people are unique and multifaceted, but this DiSC Leadership assessment summarized my tendencies very well and helped me understand why I feel the way I do about agile, Kanban, SAFe and even the PMBOK Guide.

Basically I am more results driven and will employ and adapt whatever tools and processes I think will help me achieve those results. As I have said before, if abandoning agile principles and instead wearing silly hats got my projects done better, I would be all for it. Instead however building motivated, empowered teams and championing smart behaviour from all stakeholders through servant leadership and savvy project management is the best I have so far.

So, when I look at the SAFe framework I don’t see too many problems, but instead tend to employ the elements I think suitable to solve my current project’s issues. Due to my “Problems following strict rules and protocols” I probably would not engage SAFe consultants to guide its implementation, but instead discuss the framework with the team and gain consensus for elements to incrementally trial. Being told “That’s not how we do it” or “The PMO has a different standard” tend to fall into my blind spot of “Getting bogged down in inefficient procedure or meetings”, “Things that slow down your pace”, and “Dealing with people who don’t meet your standards” etc.

I do see that these are weaknesses I should work on, but I am hired to get results and deliver value. When this occurs without breaking too many rules or upsetting too many people I call it a good day. I see bending rules and flexible interpretations of process as an enabler of value delivery. For example, in the recent upgrade from the PMBOK v4 Guide to the PMBOK v5 Guide some new “Subsidiary Management Plans” were introduced, but I see this as a boost for adaptability not more control or rigor to follow.

The new PMBOK v5 Guide processes:

  • 5.1 Plan Scope Management
  • 6.1 Plan Schedule Management
  • 7.1 Plan Cost Management
  • 13.2 Plan Stakeholder Management

These could be interpreted as more Draconian control of how we manage scope, schedule, etc. However I see them as my opportunity to tailor the process and define a more lightweight, adaptive approach.

Since the goal of “5.1 Plan Scope Management” is to “… describe how the project scope will be defined, developed, monitored, controlled, and verified” here is my opportunity to explain that we will be using  a vision statement and prioritized feature list instead of a WBS to better support reprioritization and accommodate changes.

Likewise, the new process “6.1 Plan Schedule Management” is a great place to explain the use of release plans, iteration plans and story maps. In my half-full world, these new processes are there to help us be more agile or whatever we need to be (perhaps more structured for your project) in order to be successful - they support tailoring and specialization.

So, where does this all leave us? Well, I found a way to justify my methodology indifference and explain my disregard for rules or process. Maybe your DiSC profile can help explain your feelings towards these recent methodology debates. Likely if you are more of a DiSC "CS" style you would have a different view and very strong opinions about their importance.  Please let me know what you think.


Promoting Shared Leadership

GeeseAgile methods suggest replacing top-down, command-and-control management with empowered teams and shared leadership. That all sounds nice, but what exactly is shared leadership and how do you get it to happen?

Katzenbach & Smith authors of the book “The Wisdom of Teams” explain that shared leadership can occur “where a small number of people with complementary skills who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable” - in other words, when we have a well formed team with a strong sense of commitment. In these circumstances team members know that they possess the technical knowledge necessary to make the best local decisions and will self-organize and encourage each other to achieve results.

Examples of effective shared leadership include the Orpheus orchestra that I wrote about in 2008. The Orpheus orchestra has no assigned conductor, instead performers rotate the role, providing unique perspectives and also broadening their experience. Unlike your first guess, this conductor-less orchestra does not sound terrible, but instead have won a number of Grammy awards and perform to sold-out audiences worldwide.

The other classic example is geese flying in “V” formation that reduces drag and extends daily flight range by up to 50% compared to individual birds. All birds take a turn on the front, maintaining direction and parting the air for the following birds. The rest of the flock “honk” encouragement at the lead bird to keep up the speed and when it tires it returns to an easier position in the “V”. If any bird gets too weak or injured, usually two other birds will drop out of formation to rest with it and form a new “V” once it is ready.

These examples are used because they easily show the advantages, but they do not hint at how to transform a dysfunctional group or even normal team into a high performing team using shared leadership. The good news is that providing you have some patience the process is achievable and within your control.

We have to start by understanding and believing in the benefits of leadership ourselves. Jeffery Pinto author of “Project Leadership: From Theory to Practice” describes these core leadership practices:

  • Willingness to challenge the status quo – Search for innovative ways to change, grow and improve, experiment and take risks by constantly generating small wins and learning from mistakes
  • Creating and communicating a vision – sharing your ideas of where we could be
  • Modeling desired behavior – acting honestly, admitting where we lack information, being passionate
  • Enable others to act - Foster collaboration by building trust and strengthen others by sharing power
  • Encouraging each other - Recognize contributions by showing appreciation for excellence and Celebrate the values and victories by creating a spirit of community

Continue reading "Promoting Shared Leadership" »


An Antidote to Velocity Obsession

Agile velocityGetting things done is great; to get things done is why we start things in the first place and why we follow through even when presented with obstacles and setbacks. We do things because they will (hopefully) bring us to some better state. So getting these things done quickly is good because we arrive at this better state sooner.  We track our rate of development (velocity) as a useful measure of progress and also as a leading indicator towards when we should be done. However focussing too much on velocity is dangerous; it leads to myopic mindsets and even moronic behaviour.

Yes, velocity is good, but not at the expense of quality, good-will, or noticing subtle changes in direction. At the Agile 2012 Conference Jim Highsmith and Pat Reed hosted a session called “Velocity is Killing Agility” which examined how velocity (which should be as much a measure of team capacity as it is a measure of their output) is being misused. When organizations overly publicize and analyze velocity, misguided attempts to “Go Faster” lead to gaming velocity scores and not project team improvements.

A Measurement Parallel

For the last 6 months I have been using Strava.com to track my running and biking exercise. It is a social web site for tracking and sharing workout performance data that creates maps, leader boards of hills climbed, point-to-point fastest times, etc. Using your phone or GPS device while out running or riding your performance is automatically recorded and then uploaded and compared to everyone else that has ever covered the same route. Individual rides and runs become virtual races against people you have never met. After posting the fastest time for a segment Strava will send you emails such as “Uh Oh, <fast guy’s name> just beat your record on Heartbreak Hill, go out there and get it back!” It can all get pretty competitive and silly if taken too far.

I have found Strava to be a fun, addictive work-out analysis tool that has led to a few special outings just to retake some records back and generally push harder to beat my own previous times. I have also met a few new people who run and bike locally and found some new trails by looking at the maps of where people train.  The trouble with obsessing on getting the fastest times for segments is that it can drive stupid, myopic behaviour. Stories of people barrelling down trails on mountain bikes at crazy speeds yelling “Strava, get out the way!” at people are getting more common.” Similarly, if you can’t ride the last technical descent on “Coal Chutes Drop” – then just throw your phone over the finish line and you should get a better time!”

Continue reading "An Antidote to Velocity Obsession" »


PMI-ACP Exam Prep Class with Mike Griffiths

PMI-ACP Prep BookMy PMI-ACP Exam Preparation course will be April 15, 16, 17 in Calgary, Alberta. The course will be capped to 15 people for better Q&A and will take place at Fort Calgary which is close to downtown on 9th Avenue and has free parking.

Since I am offering the class in my home town I have no travel costs and can offer the course for a discounted price of $1,290 for 3 days including lunches and snacks, my book, color printed workbook, sample exam questions, and USB stick of additional materials. (You can deduct another $60 if you already have a copy of my PMI-ACP Prep book). To reserve your place or questions please contact Training@LeadingAnswers.com.

Continue reading to see further details from the Course Outline

Continue reading "PMI-ACP Exam Prep Class with Mike Griffiths" »


How Will Agile Be Remembered?

RememberIn the future how will agile methods be remembered by the project management community?  It seems history has a way of distorting the facts and simplifying concepts out of context. Here are a few examples:

1)    In the original Waterfall Software Development Process paper written by Winston Royce in 1970, after presenting the lifecycle diagram on page two, the author states “I believe in this concept, but the implementation described above is risky and invites failure”. Royce then spends the remaining nine pages outlining feedback loops and “Do It Twice” recommendations since there would be things missed in the first pass through. Read in its entirety, it outlines a fairly robust, risk tolerant approach to building systems that features multiple iterations and opportunities for learning and adaptation.

Yet, waterfall is thought by many to be a single pass lifecycle with all the associated problems. It is as if the project management community latched onto the lifecycle diagram depicted on page two and chose to ignore all the more difficult to implement yet critical steps described in pages 2-11. Read the original Waterfall paper here.

 

2)    Henry Gantt’s project management research and work actually focussed on retrospectives, diagnostics and optimizing work flow. Yet people remember him for the Gantt chart. The funny thing is that he did not even invent what we call the Gantt chart today; that was Joseph Priestley 100 years earlier.

Gantt’s charts were far more complex diagrams that were created after the work was completed and then used to identify waste and improve the process. While he started with scientific management of Fredric Taylor, his research went far beyond charting and optimizing labor. He was a harsh critic of ineffective management and promoted many Lean and Theory of Constraint like values such as “Increased production not through speeding up workmen but by removing the obstacles which prevent them from doing their work”, “Reduced costs, because of the elimination of idleness and waste as well as improvements in process”, “Men interested in their work not only because of the wages but because they have an opportunity to increase their knowledge and improve their skills.

 We often characterize Gantt with tracking charts, but that’s a faulty summary of a talented systems thinker; for more information on Henry Gantt, his real charts and work see Henry L Gantt 1861-1919 Debunking the Myths.

 

3)     The Manhattan project is often attributed as the origin of modern project management and phase gated approaches, however it actually pursued concurrent development. The Manhattan project to develop a nuclear bomb in the 1940s, certainly displayed the modern project management principles of organization and planning, but also high rates of trial-and-error and multiple parallel streams attempting to solve the same problem.

There was just so much uncertainty surrounding how to create a bomb, knowledge was theoretical and incomplete. The project manager, Leslie Groves, said: “The whole endeavour was founded on possibilities rather than probabilities. Of theory there was a great deal, of proven knowledge, not much. There was simply no ready solution to the problem we faced.” So, Groves and his steering committee decided to explore and implement different solutions in parallel. This approach (well multiple approaches) and willingness to modify and add solutions mid-course, led to technical breakthroughs that had been thought impossible by most three years before.

This was 30 years prior to Toyota’s “Set based engineering” but very similar in its pursuit of multiple parallel approaches. Yet today we most often hear of the Manhattan project as the birth of the phase gate approach, this is too bad, they did so much more.

 

4)     Lastly, the Polaris project that was attributed as the origin of Critical Path Method (CPM) and PERT was actually about gaining First-To-Market intellectual property share.  The Polaris project developed the first submarine-launched ballistic missile (SLBM) carrying nuclear warheads. These offensive weapons, almost impossible to track and attack, became a key element of nuclear deterrence.

The Polaris project is today credited with developing the “scientific approach to project management” with the first large scale application of computerized planning techniques, particularly CPM and PERT. A big part of the project was about “getting a share of the ballistic missile pie” away from the newly formed US Air Force that was receiving most of the Pentogon’s money. Admiral Burke astutely believed that “The first service that demonstrates a capability for this is very likely to continue the project and others may very well drop out”. The result was a clear prioritization of schedule over cost and specification; and a willingness to experiment and change specifications over the course of the project.

Trial and error led to two deployed tests in the early 1960’s and PERT served “…less for improving project control than for offering technological pizzazz that was valuable in selling the project. (Since) The image of efficiency helped the project. It mattered not whether parts of the system functioned or even existed, it mattered only that certain people for a certain period of time believed they did.” For more information on the fascinating truth of the concurrent development, experimentation, iteration, and adaptation that really underpinned the Manhattan and Polaris projects see Lost Roots: How Project Management Settled on the Phased Approach (and lost its ability to lead change in modern enterprises).

 

So, given waterfall was iterative, Gantt focused more on the theory of constraints not Gantt charts, the Manhattan project was Lean not Phase Gated, and the Polaris project was about rapidly gaining mindshare through iteration, I don’t really hold out much hope for agile methods to be remembered accurately in the future.

The glass half-full view of these history lessons shows that smart, resourceful people have been tackling complex project problems for centuries and our ideas such as lean-startup, Kanban, behaviour driven development, etc are likely not new.

The glass half-empty view is that agile methods will be erroneously summarized to tangential concepts,   such as “individuals without tools”, or “leave no documentation”. However, smart people will continue to be successful in managing challenging, audacious projects and terms are really just labels that matter less than the methods they describe or results they enable.

Maybe we have better collective knowledge these days and we will not repeat the same erroneous summarization and labeling of take away ideas. Lenfle and Loch, the authors of the “Lost Roots…” paper, assert that the loss of trial-and-error and strategy-making focus from popular project management, that was clearly present on these early projects, restricts the usefulness of project management today. Agile and lean approaches rediscovered this science and are attempting to merge it back into mainstream project management, but are up against a generation of resistance from those who were taught projects can plan out variability.

From an evolutionary perspective it is an encouraging sign that techniques that were lost through poor reporting have re-emerged elsewhere to exploit project environments that have high levels of uncertainty. Regardless of their names or origins, let’s hope they persist and get incorporated in mainstream project management, not to be lost again.

This article first appeared in ProjectMangement.com here. Bio: Mike Griffiths is a project manager experienced in traditional and agile methods who reads about project management much too much - you really don’t want to get stuck with him at a party!


PMI-ACP Exam Prep 3 Day Course

PMI-ACP Training CourseI am pleased to announce / preview the first public offering of my new 3 day PMI-ACP Exam Preparation course. This is my second generation PMI-ACP Exam Prep course, with new content and updated material based on a year’s worth of feedback from my PMI-ACP Exam Prep book. Participants will receive a copy of my book (or a discount if they already have it). The structure mirrors the book flow, providing in-depth explanations, examples and new sample questions for all the material in the PMI-ACP exam.

The course will provide the 21 Contact Hours of training required to take the exam and uses a small class size format so everyone’s questions can be answered. The first course will be held in Calgary in the April / May timeframe with full details and pricing to be announced soon. If you are interested in receiving further announcements contact Training@LeadingAnswers.com to be added to the mailing list.

An outline of the course can be viewed here.

"Software Extension of the PMBOK Guide" Open for Review

Software ExtensionThe “Software Extension to The PMBOK Guide” is available for public review here. It is a PMI hosted site, but you do not need to be a PMI member to access the draft. This is the first full exposure of the draft. It was completed earlier in the year and sent to some subject matter experts for review, but has not been made publicly available before. So, if you have an interest in how the PMBOK Guide should be augmented/modified for software projects take a look and submit you comments.

As a parallel, the Extension to the PMBOK Guide for Construction, has been available for a number of years and it offers guidance to project managers in the construction business. The role of the Software Extension, is to fulfil a similar role, but this time for managers of software projects that often face changing requirements, evolving technologies, and bringing together divergent knowledge workers to collaborate on challenging problems. For these project environments the Software Extension describes a spectrum of Predictive, Adaptive and Agile Lifecycles that may be used and more people based, as opposed to process based, development strategies.

I know asking how the PMBOK Guide can best be changed for software projects will likely prompt some colourful suggestions, but that’s half the fun. We will have to review all the suggestion and having the odd passonate suggestion brightens up the review process. I once worked with a developer who used a copy of the PMBOK Guide to raise the level of his monitor to approximately the same height as his other monitor. When he heard I was working on the next version of the PMBOK Guide he said that he uses his copy every day, and it was indispensable, but could we add another 10-15 pages to the next version (so his monitors would be perfectly aligned).

So, please take a look, we really do value your feedback, both good and bad. The role of the Software Extension is to modify and extend the PMBOK Guide recommendations for project managers in the software industry. It will be published in mid/late 2013 with your feedback incorporated or politely passed over, as we see fit.

Linking Agile to HR Theory

Agile TheoryTo many people, agile is the opposite of sound theory. Instead of proceeding in a structured, well-planned manner, teams “self organize” and iterate through prototypes to try and create something. Ants can self organize and create transportation systems and large, complex community structures. Yet when people self-organize, we tend to get slum ghettos with no sanitation. Which outcome do your projects most resemble?

Planning is a slow, boring, unpopular exercise that attributes accountability to the planning group; if something goes wrong, we know who to blame. If everyone has a go at creating something and it does not turn out, then the blame is harder to pin on someone; excuses can be made around the project being complex and requirements not clearly articulated, etc.

So, is it laziness and dodging accountability that drives the huge growth of agile approaches, or is there something else to it? The Standish Group, which studies software project failure and success rates, recently reported:

“The agile process is the universal remedy for software development project failure. Software applications developed through the agile process have three times the success rate of the traditional waterfall method and a much lower percentage of time and cost overruns.”[1]

They sound pretty impressed, so what’s behind it? It turns out there’s plenty, but in the human resources domain, not the project execution domain. Projects are undertaken by people for people; they involve getting people to work together on things, collaborate, create consensus and sometimes compromise. As such, it is only right that the real key to project success should come from “people science” rather than “scheduling science”. Don’t get me wrong: work breakdown structures, Gantt charts and network diagrams have their place, but they are not the right place to start your journey for successful projects.

Continue reading "Linking Agile to HR Theory" »


PMBOK v5 Guide is Good to Go

PMBOK v5The PMBOK v5 Guide draft text has been approved by the Consensus Body. This is the PMI appointed group of industry consultants, government representatives, and academics who vote on the final content, and they have reached agreement on the ultimate text to use. Some of the appendices are still being finalized, but the main text is complete and set.

My contributions were on chapter 6 and while I had submitted corrections and updates to the PMBOK Guide before, this was the first time I had worked on a Chapter Core Team. On the plus side it provides first kick at suggesting updates, but on the negative side you then have to reconcile the thousands of review feedback suggestions.

My hope was to get more agile content into the PMBOK v5 Guide since 65% of PMI membership work on IT projects and agile has penetrated the IT industry. This means for many readers the previous PMBOK Guide seemed oddly deficient in its coverage of common practices. We got some agile coverage included, but it was much smaller than I hoped for. Yet perhaps it opens the door for future expansion in later versions.

I am glad it is finished; it was a very large volunteer time commitment with many periods requiring 10-20hrs per week. As with any volunteer work, the cause, the people you “meet”(this was all remote work), and what you learn are the real rewards. The PMBOK v5 Guide will be available in January 2013 and will drive the update cycle of offerings like PMP Certification and associated PMI standards.

Calgary Presentation - Working Effectively with Off-Shored IT Resources

DiversityOn Monday June 25th Calgary’s Agile Leadership Network meeting with feature Dr. Lionel Laroche presenting on “Working Effectively with Off-Shored IT Resources” the session is free, so come along if you can. The slides will be made available to those how cannot attend after the meeting at the Calgary Agile Leadership Network website

Presentation Outline:

"On paper, off-shoring IT work is a no-brainer – the salaries of programmers in India, Panama or Romania are a fraction of the salaries of programmers in Calgary. However, as most people who have worked with off-shored resources have learned, things are not as simple as they may seem, because managing off-shored resources is not the same as managing Canadian resources. Because people in different parts of the world think, communicate and behave differently in the same situations, projects that involve off-shored resources often experience significant difficulties, particularly at the beginning. This presentation examines the root causes of these difficulties and provides practical tips and suggestions that participants can readily implement when working with off-shored resources."

About the Speaker:

Over the past 14 years, Lionel has provided cross-cultural training, coaching and consulting services to over 25,000 people on four continents. Lionel specializes in helping organizations and professionals reach their business objectives in culturally unfamiliar contexts. In particular, he has worked with organizations like Sun Life, CP Rail, Fujitsu, PwC, CGI, AMD, Microsoft, Gennum, and many other overcome the challenges associated with working with off-shored resources and reap the corresponding benefits. Lionel is the author of two books, "Recruiting, Retaining and Promoting Culturally Different Employees" and "Managing Cultural Diversity in Technical Professions"; he and his business partner, Caroline Yang, are working on a third book entitled "Turning Cultural Diversity into a Competitive Advantage."

To register for this even click here. After the event the slides will be posted here.


PMI-ACP Sample Questions

PMI-ACP ExamListed below are 20 sample exam questions, which are aligned with topics on the PMI-ACP Exam Content Outline. People studying for the PMI-ACP exam should find them useful practice. The answers and accompanying explanations are provided at the end of this post.

1) Which of the following is an Agile Manifesto principle?

A) Welcome changing requirements, early in development. Agile processes handle changes for the customer's competitive advantage.

B) Welcome changing priorities, early in development. Agile processes harness change for the customer's competitive advantage.

C) Welcome changing priorities, even late in development. Agile processes handle changes for the customer's competitive advantage.

D) Welcome changing requirements, even late in development. Agile processes harness change for the customer's competitive advantage.



2) When managing an agile software team, engaging the business in prioritizing the backlog is an example of:

A) Technical risk reduction   

B) Incorporating stakeholder values   

C) Vendor management   

D) Stakeholder story mapping   



3) Which of the following items is not a benefit associated with product demonstrations?   

A) Learn about feature suitability   

B) Learn about feature usability   

C) Learn about feature estimates
   
D) Learn about new requirements   

Continue reading "PMI-ACP Sample Questions" »


Free PMI-ACP Webinar

PMI-ACP HandbookPlease join me on Wednesday May 2nd for a free webinar on “PMI-ACP: Adopting Agile into the PMP World.” This is part of Rally Software’s webinar series and we already have >2,000 people signed up. The session runs on Wednesday May 2nd at 7am (PT) / 10am (ET) and then again at 1pm (PT) / 4pm (ET) You can sign up here

In the webinar I will be talking to Juie Chikering about the exam’s content, who it is aimed at, it’s positioning in the industry, and how it has changed since the pilot last year, amongst other things. There will be interactive poles and questions from the audience, so it should be an interactive and informative event.

I will be presenting the webinar from the RallyOn Conference in Boulder, CO where I am also speaking about agile PMOs and on a panel with Dean Leffingwell, Johanna Rothman, and Alan Shalloway about the future of agile. I am really looking forward to it and also spending some more time in Boulder which I especially enjoy.


PMI-ACP Book Discount

PMI-ACP Exam Prep CoverI picked up a copy of my PMI-ACPSM Exam Prep book on a visit to RMC Project Management over the weekend. It was good to see it printed up for the first time, and with all the exercises and 120 sample exam questions, it was thicker than I expected at over 350 full-size pages.

The extra weight also comes from the case studies of agile projects I have worked on over the years and the additional materials I included to link the exam topics together. These items that are not in the exam are clearly marked so you can skip over them if you want. However, I am sure some people will find they add value by making the ideas more real. These additional materials also supply useful information to allow readers to fully understand the topics, rather than just memorize the information for the exam.

I am very grateful to the staff at RMC for pulling together my thoughts and ideas into this book, and for the people who reviewed it. Alistair Cockburn and Dennis Stevens were particularly helpful, and after reviewing it, they wrote the following quotes for the cover:


“As one of the authors of the Agile Manifesto, I am delighted to see this book by Mike Griffiths. It is great that such an exam guide was prepared by someone with a deep understanding of both project management and Agile development. Personally, I hope that everyone reads this book, not just to pass the PMI-ACP exam, but to learn Agile development safely and effectively!”

– Dr. Alistair Cockburn, Manifesto for Agile Software Development Co-Author, International Consortium for Agile Co-Founder, and Current Member of the PMI-ACP Steering Committee.


“This is a VERY enjoyable book to read, due to Mike's firm grasp of the underlying concepts of Agile, and his articulate and entertaining writing style. My favorite part is the fact that it is organized into a framework that helps all of the Agile concepts hang together, so they will be easier to recall when taking the PMI-ACP exam.

But Mike's book is more than just the best PMI-ACP prep book out there. It is also the best consolidated source of Agile knowledge, tools, and techniques available today. Even if you are not planning on sitting for the PMI-ACP exam in the near future you need to buy this book, read it, and keep it as a reference for how to responsibly be Agile!”

Dennis Stevens, PMI-ACP Steering Committee Member, PMI Agile Community of Practice Council Leader, and Partner at Leading Agile.


Thanks to you both, working with you over the years has been a blast. I would also like to thank the visitors of my blog here, too, for reading my posts and submitting insightful comments that kept me motivated to write. RMC has provided me a limited time promotion code that gives readers a further $10 off their currently discounted price for the book. If you follow this link and enter promo codeXTENMGBD”, you can get the additional $10 discount up until May 18th 2012. This is a 25% reduction on the retail price.


Unlikely Origins

Agile ExceptionForbes ran a nice article a couple of weeks ago on how agile is the next big thing for management, but its unlikely origin in the software industry may hamper its adoption. The article provided some nice analogies:

1)    When the British government, in 1714, offered a prize for determining longitude at sea, of £20,000 (£3M in today’s money), a Yorkshire carpenter called John Harrison eventually solved it, but the scientific community refused to believe that a carpenter could have solved the problem that had thwarted the best scientific minds. In 1773, when John was 80 years old, he received an award of £8,750 but not the actual prize. A Yorkshire carpenter was the wrong person to have solved the problem.

2)    In 1865, Gregor Mendel, an unknown professor created a theory about gene inheritance after studying pea plants. It answered inheritance issues that had stumped the finest scientific minds. The paper was ignored by the scientific community for the next 35 years until people eventually realized that Mendel had indeed come up with the solution. His theory later became known as Mendel’s Laws of Inheritance. His work had been ignored; a researcher on peas was the wrong person to have created the theory.

3)    In 1981, Barry Marshall, a pathologist in Perth, Australia, came up with a bizarre new theory that ulcers were caused by spiral bacteria. No one believed him so in 1984 he drank a batch of spiral bacteria and sure enough developed ulcers. Eventually in 2005 he received a Nobel prize for medicine for his work, but it took that long to be accepted. An unknown pathologist from Perth was the wrong person to have made the discovery.

So then we come to agile; for decades management had struggled to balance execution with innovation. How do we simultaneously get work done yet still drive improvements without one factor stifling the other? Now we know agile methods do a great job of balancing delivery with improvement.

Agile methods also provide a framework for sense-making and managing ambiguity when there are significant gaps in our understanding of requirements, approach, or technology. These uncertainties have a habit of stalling plan-driven approaches that struggle to reach escape velocity from the process of gathering requirements and planning. Agile methods instead choose to build what we know, evaluate, gain consensus on where to go next and iterate to a final solution.

The credibility problem we have is that software people, those weird IT geeks with poor communication skills are the wrong people to have proceduralized a complex communication and collaboration process. It should have been some management professors at the Harvard Business Review or Sloan School of Management at MIT. How can that IT crowd, who some believe have trouble making eye contact and describing an issue without resorting to techy speak, have figured out a way to collaborate and communicate on unique problems with unprecedented solutions?

Continue reading "Unlikely Origins" »


PMI-ACP Book Coverage

PMI-ACP BooksI finished my PMI-ACP Exam Preparation book a couple of weeks ago and now it is with the publishers for reviews and final edits. It turned out larger than expected, but I think better for the extra exercises and sample exam questions.

When designing the PMI-ACPSM exam, we needed to base the content outline on existing books and resources so that candidates would understand what the exam would test them on. When choosing the books, we went back and forth on our decisions of which books to include, since there are so many good resources available. And while we recommend that people learn as much as they can, we also had to recognize the need for keeping the exam content—and the preparation process for the exam—reasonable. In the end, we selected the following 11 books:

  1.    Agile Estimating and Planning, by Mike Cohn
  2.   Agile Project Management: Creating Innovative Products, Second Edition, by Jim Highsmith
  3.   Agile Project Management with Scrum, by Ken Schwaber
  4.   Agile Retrospectives: Making Good Teams Great, by Esther Derby and Diana Larsen
  5.   Agile Software Development: The Cooperative Game, Second Edition, by Alistair Cockburn
  6.   Becoming Agile: ...in an Imperfect World, by Greg Smith and Ahmed Sidky
  7.   Coaching Agile Teams, by Lyssa Adkins
  8.   Lean-Agile Software Development: Achieving Enterprise Agility, by Alan Shalloway, Guy Beaver, and James R. Trott
  9.   The Software Project Manager’s Bridge to Agility, by Michele Sliger and Stacia Broderick
  10.   The Art of Agile Development, by James Shore and Shane Warden
  11.   User Stories Applied: For Agile Software Development, by Mike Cohn

Reading all of these books takes some time, since the 11 books add up to more than 4,000 pages. The books also cover a lot more material than you need to know for the exam. From each book, we extracted the portions that best covered the exam content outline topics, and the exam questions were then targeted at those specific sections.

Continue reading "PMI-ACP Book Coverage" »


PMI-ACP Exam Prep Material

PMI-ACP Study GuideMy PMI-ACP Book is coming along nicely and today RMC released some more content including sample questions and walked through explanations of the answers. Visit the RMC Site to access it and also sign up for future previews and special discounts.

Now if I could only write this stuff as quickly as they are giving it away, I would be doing OK! 


PMBOK v5 Update.

PMBOK Guide - Fifth Edition

I am overdue for providing an update on how my work on The PMBOK v5 Guide is going. Well, it is on its way. The process is slow (sometimes painfully slow) but this is because of the number of people involved and the review process used. To give an idea, here is the plan for the next 6 months:

*  17 February – 20 March 2012: the exposure draft PMBOK® Guide – Fifth Edition will be open for comments

*  Late February 2012: team training for our adjudication processes

*  20 March 2012: our exposure draft period closes and comment adjudication begins

*  20 March – 28 April 2012: teams adjudicate exposure draft comments 

*  Early May – mid May 2012: core committee reconciles any comment adjudications that cut across chapters or where consensus has not yet been obtained

*  Mid May – early June 2012: appeals period for adjudication decisions; final draft QC and integration reviews

*  Early June – mid June 2012: appeals adjudication and resolution

*  Mid June – late June 2012: final draft cleanup and incorporation of QC comments

*  28 June 2012: core committee vote on finalized draft

The Exposure Draft process is a great mechanism for allowing members to review and comment on new material, but likely to generate a ton of review work for us. The Fourth Edition update, back in 2008 received over 4,400 comments during its exposure draft.  Since the membership of the PMI has increased significantly since 2008 we could be looking at close to double that figure.

That is a lot of suggested changes to review and I think March and April will be a busy time for me. Of course they will not arrive in one Word document, but I wonder what the PMBOK Guide would look like if we just did an “Accept All”? Right now it is the calm before the storm; I am going to make the most of it.


PMI-ACP Value Stream Mapping

PMI-ACP  Value Stream Mapping I have been away attending the excellent “Agile on The Beach” conference recently, but when I returned I had an email waiting requesting some PMI-ACP study help on Value Stream Mapping. So here is quick outline of the topic.

Value Stream Mapping – is a lean manufacturing technique that has been adopted by agile methods. It is used to analyze the flow of information (or materials) required to complete a process and to determine elements of waste that may be removed to improve the efficiency of the process. Value stream mapping usually involves creating visual maps of the process (value stream maps) and progresses through these stages:
1)    Identify the product or service that you are analyzing
2)    Create a value stream map of the currant process identifying steps, queues, delays and information flows
3)    Review the map to find delays, waste and constraints
4)    Create a new value stream map of the future state optimized to remove/reduce delays, waste and constraints
5)    Develop a roadmap to create the future state
6)    Plan to revisit the process in the future to continually tune and optimize

To illustrate lets optimize the value stream for buying a cake to celebrate passing your PMI-ACP exam with a friend. Let’s say this involves choosing a cake, waiting at the bakery counter to get the cake, paying for the cake at the checkout, then unpacking and slicing before enjoying the benefit of the process (the cake).

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Value Driven Delivery

(This post, a draft sample from my upcoming PMI-ACP Prep book, takes a look at the “Value Driven Delivery” domain.)
PMI-ACP
Value, specifically the delivery of business value, is a core component of agile methods. This concept is woven into the agile DNA with its inclusion in the Agile Values (“Working software over comprehensive documentation”) and the Agile Principles (“Working software is delivered frequently” and “Working software is the principal measure of progress”). The focus on delivering value drives much of the agile activities and decision making on a project, and it manifests itself in many of the Tools and Techniques (T&T) and Knowledge and Skills (K&S) used. The focus on value is such an essential component of agile methods that the “Value Driven Delivery” domain has the most T&T and K&S of any of the 6 domains. This means we are starting with the biggest section early in this book.

What Is Value Driven Delivery?
Let’s start by defining value-driven delivery. The reason projects are undertaken is to generate business value, be it to produce a benefit or improve a service. Even safety and regulatory compliance projects can be expressed in terms of business value by considering the business risk and impact of not undertaking them. If value then is the reason for doing projects, value driven delivery is the focus of the project throughout the project planning, execution, and control processes.

It is the big picture view, the wearing of the sponsor’s hat when making decisions. By the project manager and team assuming this viewpoint, there is an opportunity to incorporate unique technical insights, such as technical dependencies or risk reduction steps, into the selection of features for a release that the sponsor may not be aware of. However value driven delivery remains a guiding vision for much local decision making, the selecting of choices that maximize the value delivered to the business or customer.

Risks as Anti-value
Risks are closely related to value. We can think of project risks as anti-value, i.e., things that can erode, remove, or reduce value if they are to occur. If value is the heads side of a coin, then risks are the tails side. To maximize value we must also minimize risks, since risks potentially reduce value. This is why the Value Driven Delivery domain addresses many risk reduction concepts and techniques.

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RMC's PMI-ACP Exam Prep Book

PMI-ACP I am excited to announce I will be working with RMC to create a PMI-ACP Study Guide book for the upcoming PMI Agile Certified Practitioner exam. When I was studying for my PMP exam many years ago, I used Rita Mulcahy’s PMP Prep Study Guide and was very grateful for the plain English explanations, exam guidance, and sample questions. So it feels right and a bit of a privilege to be working with the same company to help guide people for this new exam.


Working with the other PMI-ACP Steering Committee members over the last couple of years on the Agile Community of Practice and to define the exam has been a great experience, but the hundreds of hours of unpaid volunteer time has to be made up somewhere so hopefully this endeavor will help out. Assuming people still buy books that is, I read this Guardian article today that made me wonder. Anyway, embracing today’s publishing ideas; I will be posting snippets here for anyone looking for taster portions. The big picture views, sample exam questions, and cheat sheets will be kept for the main book, but key concepts around the tools and techniques, knowledge and skill areas will be posted here.


I would love to hear your feedback on these portions, please let me know if they are useful, need more explanation, or you think I am missing anything. I can then develop additional material to improve the final product. To help collect all my PMI-ACP content together (and exclude it for those of you not interested) I have created a Category tag called “PMI-ACP” and you can use the Categories filter under “Recent Posts” in the right hand navigation on my LeadingAnswers.com home page to find content.