The Unparalleled Value of Emotional Intelligence – Business Agility Value Stream – Part Two

If you’ve read the first post in my blog series, you may have been inspired to think about how the emotional intelligence competencies manifest in every step of the business agility value stream. From identifying and sensing the opportunity to learning and adapting to ultimately delivering on the business opportunity. So, if we can measure emotional intelligence competencies, my hypothesis is that they, directly and indirectly, impact flow and outcomes as well.

Let’s go step by step in the business agility value stream and see how applying emotional intelligence directly impacts flow and outcomes.

business agility

Sensing the opportunity involves market research, data analysis, customer feedback, and directly observing customers in the marketplace. Applying your own self-regulation, empathy, and social skills can help you have more productive empathy interviews, obtain less-biased, face-to-face research, and control how you react to customer feedback. 

This key step in the organizational agility competency involves not only leaders applying ‘go see’, but offering the same ‘go see’ opportunities to other key roles in the development value stream so that they can better understand and reason about the problem to solve. This expands the social networks so that they can apply and evolve their emotional intelligence competencies to effectively communicate, pitch, reason, and articulate effective hypothesis statements that inspire and engage innovation.

Funding the minimum viable product (MVP) requires the motivation and social skills to help drive change, innovate, and communicate intent at scale. We all know this isn’t easy. It requires you to craft the “why” and use your social skills of influence and conflict management to negotiate and secure the funds. Some of the recommendations from the Lean Portfolio Management competency where we can leverage these social skills include:

  • Engage in participatory budgeting
  • Establish flow and stakeholder engagement through the portfolio Kanban system
  • Roadmap the portfolio
  • Integrate enterprise architecture and SMEs
  • Realize epics
  • Establish Lean budgets and guardrails 

Organizing around value requires even more of the social skills around communication, building new bonds, and fostering the information coherence necessary to build some of the world’s most complex systems. As well as the ability to connect to the customer so that our people embrace and understand what value they’re trying to deliver.

Team and technical agility and organizational agility not only aid in building these bonds but can leverage and grow all of the emotional intelligence competencies of self-awareness, self-regulation, motivation, empathy, and social skills. This can be amplified with the coveted help from our scrum masters and RTEs. 

Connect to the customer leverages our Agile product delivery and enterprise solution competencies and their design thinking skills to listen, reflect, empathize, and connect with the people for whom we’re designing solutions. 

This requires going deep into the empathy competency of emotional intelligence by leveraging our service-orientation mindset so that we can foresee, recognize, and meet customer needs. Diversity is also important for the ongoing development of opportunities and awareness in all societies and social circles. If we can evolve the empathy competency in all aspects of product and solution delivery, we have the opportunity to excel beyond our competitors in delivering value. 

Delivering that MVP calls upon our product and solution delivery folks to lead, and our social networks to collaborate, iterate, communicate, and deliver using their motivation and social skills. It also pulls highly on our social networks to have courage, collaborate and cooperate, take risks, and instrument rapid change so that we can learn and adapt to our ever-changing market landscapes.

Pivot or persevere pulls on the need for empathy when things don’t turn out as desired and the time comes to pivot or persevere. Our Lean portfolio management fiduciaries reason about the data, facts, and outcomes of the MVP and could quite possibly pivot to a direction of a higher cost of delay at any moment. This means we need to abandon our emotional attachment to what we created and turn to the next-highest value delivery. Self-regulation and empathy both play strongly in this step of the business agility value stream. Having the emotional awareness of why our folks are for or against any change in this step can help mitigate any delays in fostering rapid change and learning. 

Deliver value continuously imposes that our product and solution delivery people and ARTs always work together to share knowledge, build out that continuous delivery pipeline, and innovate. The continuous delivery pipeline and our DevOps mindset enable that fast-feedback loop to foster our continuous learning culture. Our iterative and incremental heartbeat also facilitates that continuous value delivery and learning cycle. All require using our social skills to grow and enable knowledge transfer and information coherence so that the social network can continue to thrive and innovate.

Our learn and adapt cycle is integral to the process, Measuring our emotional intelligence competencies will help us learn and grow our own selves alongside the SAFe core competencies. After all, if we don’t learn about ourselves, how can we show up with our truest authenticity to grow and foster that continuous learning culture?

Lean-Agile leadership enables the business agility value stream, as does the evolution of everyone’s emotional intelligence. Leaders model and leverage all of the emotional intelligence competencies so that our development value streams can evolve both their business agility competencies and their emotional competencies. If we don’t consider human emotion, we can inhibit flow, people shut down and lose their motivation, and thus jeopardize providing value to our customers.

business agility

Now, if the business agility value stream is a perspective across operational and development value streams, then the benefits, interactions, and human impacts that the emotional intelligence of the development value stream network provides to the operational value stream will propagate and evolve. The interactions and modeling of emotional intelligence will have a bi-directional impact that will engage and accelerate the operational value stream in delivering value. 

I hope I’ve provided a perspective that it’s not just mastering the SAFe business agility process competencies that enable business agility. The evolution of human emotional intelligence impacts the flow and outcomes of the business agility value stream every step of the way. As I mentioned in part 1 of this blog series, Goleman’s personal competencies of self-awareness, self-regulation, and motivation fuel our human agency and our ability to manage our own emotions. The social competencies of empathy and social skills fuel how we handle relationships. Together, the evolution of emotional intelligence within our organization increases our ability to deliver value to our customers, as well as value to our individual people. What enterprise doesn’t want that?

At this point, you may be asking, “Well, how can I bring these into my SAFe transformation and journey toward business agility?” 

Here are a few techniques to get you started on your emotional intelligence journey:

  • Start with you. Allow time for self-reflection, self-work, and to recharge yourself. Leverage your retrospectives, your own personal plan-do-check-adjust cycles, and the teaming activities to evolve your emotional intelligence competencies. Integrate some emotional intelligence workshops with your leaders and teams to help evolve and experience the competencies, starting with self-awareness and self-regulation. This will help build trust so you can continue to unfold into the deeper and perhaps more sensitive competencies of empathy and social skills. 
  • Grow your own internal and external coaching network. In the same way that sports teams need coaches, our operational and development value streams and the individuals within them need coaches too. They help with all aspects of emotional intelligence, wherever folks may need or want assistance. They can provide the tools and techniques to become more self-aware, provide exercises for self-regulation and motivation, and practice empathy. Not to mention offer assistance to help people evolve their social skills. And even more powerful, coaches model the behaviors so that our social networks can lean into what they see and learn.
  • Create a community of practice around the competencies and practices. In the latest Leading by Example module that Scaled Agile released, one of the beautiful outcomes was a cohort that trusted each other and was willing to share their deepest challenges with authenticity. This type of network provides the power of a safe space that people can always come back to, to practice, share ideas and concerns, and grow without judgement or fear.
  • Help evolve assessments around Goleman’s Emotional Intelligence Competency Framework. And measure the evolution within your people and the enterprise. You’ll start to see some correlations between the SAFe measurements of flow, competencies, and outcomes.
  • Share with our community. We’d love to hear how evolving your enterprise intelligence will help your employees achieve their aspirations and help customers receive better products and solutions.

And, reach out to me. I’d love to hear how it’s going so I can learn and grow with you! I may not have been born with emotional intelligence but I’m passionate about learning and evolving with you. Find me on LinkedIn.

About Jennifer Fawcett

Jennifer is a retired, empathetic Lean and Agile leader, practitioner,

Jennifer is a retired, empathetic Lean and Agile leader, practitioner, coach, speaker, and consultant. A SAFe® Fellow, she has contributed to and helped develop SAFe content and courseware. Her passion and focus have been in delivering value in the workplace and by creating communities and culture through effective product management, product ownership, executive portfolio coaching, and leadership. She has provided dedicated service in these areas to technology companies for over 35 years. Connect with Jennifer on LinkedIn.

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5 Scrum Master Tips for Keeping Your Retros Fresh

Let’s talk about retrospectives. Inviting feedback on your team’s performance is a critical part of building a continuous learning culture. Retros can quickly tell you whether your team is still storming and norming (per Tuckman’s stages of group development) or humming with psychological safety. 

But we’ve heard stories about retrospectives devolving into blame-a-thons where people just point fingers. Or there are the retros with crickets, because no one wants to speak up. And if you do them after every iteration, retrospectives can easily start to feel stale.

scrum master

For scrum masters, the ultimate servant leaders, retros can be particularly challenging. You’ve got to keep your team engaged and try to make sure every team member’s voice is heard. You have to get your team to share feedback that’s thoughtful and constructive, rather than critical of individuals or other teams. And you have to facilitate this one-hour event—in all its tense, emotional, or boring glory—into tactical improvement items. No big deal.

Whether your team is phoning it in during retrospectives or you’re just looking for ways to improve yours, here are Leadership agility ideas to try.

1. Start with appreciations.

This retrospective advice comes to us from Lloyd Chaka of Emerson Solutions. Before adding your retro items to the team board, begin with shout-outs to fellow team members. Research shows that giving and receiving recognition can have a huge impact on people’s engagement and productivity. And productivity can improve the entire organization’s performance. Plus, appreciations just feel nice.

2. Play music.

Here’s a tip we learned from Sina Bleckwedel, now an RTE at NXP Semiconductor: Ask your team members what their favorite songs are. Then, start your next retrospective by playing one of those songs. Sina found that playing her team’s preferred music in the background while they were adding items to their retro board helped create a relaxing, fun, and familiar mood.

Hear more tips from Sina, Lloyd, and other scrum masters and RTEs in “Common Daily Challenges of a SAFe Professional” at the SAFe Community Forum.

3. Try out the retrospective templates in SAFe® Collaborate.

If your team’s getting sick of traditional stickies-on-a-board, we’ve got some plug-and-play templates to help you reframe your retros. Here’s one: imagine your team as a sailboat. In the last sprint, what felt like an anchor, and what puts wind in your sails? Log into the SAFe Community Platform, open SAFe Collaborate under the Implement tab and then search for “retro” to see all the templates.

templates in SAFe® Collaborate

4. Integrate an icebreaker.

Okay, so your team trades memes on Slack or stares at each other’s faces in video chats. That doesn’t mean you really *know* each other. Icebreakers can be a great way to encourage openness and build trust, which is what you need to create retros that are actually helpful. Here are some icebreakers recommended by SAFe scrum masters in the SAFe Community Platform’s Scrum Master Forum, and here’s a huge, crowd-sourced list of even more icebreakers.

5. Pull your retrospective into your daily stand-up.

Turn your stand-up into a quick retro with this great technique suggested by one of our members in the Scrum Master Forum, who learned it from the Chelsea football team. To encourage reflection, accountability, and improvement, ask these four questions during your stand-up. (If you do them near the beginning of the day, ask the questions about yesterday; if you do stand-ups near the end of the day, ask the questions about today): 

  • What did I want to happen yesterday?
  • What actually happened?
  • What caused the gap between my plans and reality?
  • What am I going to do differently, or how could the team help?

Want to keep improving your scrum master skills? 

As a SAFe Certified scrum master you’ve got access to some great new resources, just for you. 

If you’ve set your SAFe Community profile to include your role as scrum master, when you log in you’ll now see a dedicated scrum master home page. This page can help you find the scrum master resources you need, faster. 

We’ve also developed new guides designed to help you improve your day-to-day facilitation of SAFe events. These facilitation guides reflect input from professional enterprise scrum masters that we think you’ll find extremely useful! Visit the Implement > SAFe Art & Team Events > Team Events page to find guides for running daily stand-ups, iteration planning, iteration reviews and demos, backlog refinement, and of course, iteration retrospectives. 

Have fun, do great work, and please share your feedback with us!

About Madi Fisher

Madi Fisher - scrum master

Madi is the scrum master for the Information Technology and SAFe® Collaborate teams at Scaled Agile. She believes in the power of people and what they can accomplish as a team. And she loves being the glue that helps teams stick to a common goal—all while having fun. Madi’s secret sauce mixes the spirit of collaboration, a shared vision, and being customer-centric. Connect with Madi on LinkedIn.

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The Unparalleled Value of Emotional Intelligence, Part One

Not everyone is born with emotional intelligence. Most people associate intelligence with IQ (intelligence quotient), a number that represents a person’s reasoning ability, measured using problem-solving tests. Emotional intelligence is a series of learned human behaviors that can also be measured.

And some of the science behind it confirms that emotional intelligence is a better indicator of how well a person will succeed in their career. It can also be a measurement of value that can determine whether or not a company is progressing toward business agility.

This blog post is based on Daniel Goleman’s work; he has about 16 books written on the topic. The one that I gravitated to was Working with Emotional Intelligence because it has a framework around the competencies that we can grow. That framework goes deep into self-awareness, self-regulation, motivation, empathy, and social skills. I’ve worked with all of those competencies to help evolve SAFe transformations. Why? Because evolving one’s emotional intelligence is germane to the critical roles, events, and activities that occur. Emotional intelligence competencies affect the human aspect of change, the natural resistance to change, and the ability to inspire everyone around shifts in direction, visions, and ultimately, value. 

I personally find the topic fascinating. In the title of Goleman’s book, “Working” is the key word. Emotional intelligence isn’t something we’re born with, and honestly, not everyone chooses to “work” with this type of awareness and the elements that support their growth.

emotional intelligence

Goleman categorizes five dimensions of emotional intelligence:

Self-awareness

Self-regulation

Motivation

Empathy

Social skills

And those five dimensions fall into two buckets: personal competence, and social competence. He cites each competency that supports them as independent (each makes a unique contribution to your job or life performance), interdependent (each draws to a certain extent upon others, with some strong interactions), and hierarchical (the emotional intelligence competencies build upon each other). Goleman goes on to say that they are all necessary, but not sufficient. In other words, having emotional intelligence does not guarantee that you’ll develop or display competencies such as collaboration or leadership, which are crucial in any SAFe transformation. Other factors such as your organization’s climate or culture or your personal interest in your job, will highly influence how the competencies manifest.

And finally, the dimensions are generic. They all apply to most jobs, yet some jobs will require differing competence demands. For example, you’ll leverage some of them for different career paths within or outside SAFe transformations. 

  • Product managers, product owners, and architects will mostly likely lean on their motivation and empathy capabilities to share and inspire others through their vision, backlogs, and value to customers.
  • Release train engineers will lean on empathy and their social skills to foster healthy, thriving, innovative teams.
  • Operations folks will leverage their personal motivation and social skills to reach out to developers and teams to see how they can help and evolve the CALMR side of our DevOps practices.
  • And our c-suite of leaders and business owners will absolutely lean on most, if not all, of the competencies. Either way, in respect to those we serve, these competencies all have a long-lasting impact on organizations and humanity as a whole.

Hard Skills, Not Soft Skills

Now, you may not think you care about what some refer to as “soft skills.” The reality is that emotional intelligence represents hard skills and they have a long-lasting impact on how the people around you will ultimately behave and perform. These skills are probably the most difficult to embody because you have to work on yourself, make yourself vulnerable, and be emotionally transparent and available. And you have to show up for those major events with perhaps your highest level of awareness and the associated intelligence on how you handle your emotions. Holding successful events such as PI planning, participatory budgeting, value stream identification workshops, visioning, inspect and adapt, are just some of the critical activities within SAFe that absolutely depend on you working with your emotional intelligence competencies.

Here’s a summary of Goleman’s emotional competencies, and some advice on how you can apply them in your world.

Personal competence

We use self-awareness, self-regulation, and motivation to manage ourselves. And to recognize and understand our moods, emotions, and drives, as well as the effect they have on others. When we’re building our development value streams and designing our ARTs, this is critical. 

Self-awareness is knowing yourself, your internal states, your preferences and impulses, your cognitive resources, and your intuitions. Having self-awareness allows us to show up with humility and vulnerability around who we are and how we behave. This competency directly impacts our culture and how we learn together. 

Self-regulation builds upon self-awareness. It teaches you how to regulate and manage your internal states and your impulses. Being able to self-regulate enables you to control or redirect disruptive impulses and moods—and to suspend judgment so that you think before you act. Self-regulation requires you, as a leader, to take time for yourself, recharge your batteries, reflect, and learn how you can improve. Self-regulation impacts SAFe implementations in many ways. Imagine you’re in that meeting where the in-house “un-self-aware” leader shows up with their own agenda and aggressively promotes their views—without listening, self-regulating, or empathizing with others. The result? Attendees shut down, feel disengaged, unheard, and even worse, not valued as humans. Now, imagine you’re in the same meeting where your most evolved, self-aware, and self-regulated leader shows up. This leader listens, empathizes, self-regulates their opinions, and engages the views inclusive of the entire group. People feel heard, appreciated, and excited to be a part of something. Which meeting do you think will have better outcomes?

Motivation includes the emotional tendencies that guide or facilitate us in reaching our goals. Motivation embodies a passion to work for reasons that go beyond money or status. This is our inner drive to pursue goals with energy and persistence. What motivates us to pursue a hobby or to give back? And how do we show up, lead, and inspire with motivation? Motivation directly impacts how we get behind a vision and mission, and invest our passions and emotions into delivering value to our customers.

Social competence

I mentioned that personal competence, the first area of emotional intelligence, is a foundation or prerequisite for social competence. That’s because self-awareness is critical to be empathetic and grow the social skills required to scale. Why is that?

In order to work with emotional intelligence and grow our personal competence, we need to know ourselves intimately and be self-aware of our own behaviors. Once we develop that human agency, which includes self-awareness, self-regulation, and motivation within ourselves, we open up our personal aperture to model this behavior. And to help others and our organization authentically fuel and support that second operating system. That second operating system encompasses our social networks, our development value streams, and our Agile Release Trains (ARTs). Our development value streams are our people, aligned to a common goal or mission of delivering value to our customers.

Knowing yourself fuels the social competence dimensions of empathy and social skills.

These determine how we handle relationships. And in our SAFe enterprises, our social networks and social competence, and the development value streams in which they live, are critical for delivering value and the economics that fuel our enterprise mission. These competencies foster communication, knowledge transfer, and information coherence, which attempts to describe how much information in the current state of communication will remain after the state goes through the channel. The channel includes your teams, your ARTs, your developers, and ultimately, your business partners and customers. All are critical to delivering value to customers.

The first element within the social competence dimension is empathy. This is the ability to understand and share the feelings of others. It’s the awareness of others’ needs, concerns, pains, and what it is they want to gain. 

From a scaling Agile and business agility perspective, social skills competencies are probably most important because they shape proficiency in inducing desirable responses in others.

They are deep and include adeptness in influence, communication, conflict management, leadership, initiating or managing change, building bonds, and collaboration. They also create group synergy in our teams’ capabilities. Think about it. Aren’t these all learned behaviors that we encounter every day in our SAFe transformations?

The premise of this blog post is that emotional intelligence has an unparalleled value that can be measured. But how? Emotional intelligence seems like a personal journey. But if we know this is important personally, then it has to have an impact at scale. And when we look at SAFe measurements of flow, outcomes, and competencies, they seem logical to measure from an emotional competence perspective as well. After all, we measure all the other competencies, why not emotional intelligence?

Learn More

If you attended the Global SAFe Summit but didn’t catch my talk about emotional intelligence, watch it on-demand here. Read Daniel Goleman’s book Working with Emotional Intelligence to evolve your emotional intelligence journey.

In the next post in my blog series, I’ll discuss how the emotional intelligence competencies, directly and indirectly, impact SAFe’s Business Agility Value Stream. And how you can leverage them for better results from a flow and outcomes perspective.

About Jennifer Fawcett

Jennifer is a retired, empathetic Lean and Agile leader,

Jennifer is a retired, empathetic Lean and Agile leader, practitioner, coach, speaker, and consultant. A SAFe Fellow, she has contributed to and helped develop SAFe content and courseware. Her passion and focus have been in delivering value in the workplace and by creating communities and culture through effective product management, product ownership, executive portfolio coaching, and leadership. She has provided dedicated service in these areas to technology companies for over 35 years. Connect with Jennifer on LinkedIn.

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8 Patterns to Set Up Your Measure and Grow Program for Success

We all know that any time you start something new in an organization it takes time to make it stick, and if teams and leaders find value, they will work to keep a program flourishing. The same is true when you implement a Measure and Grow Program within your organization. It takes planning and effort to get it started, but the rewards will definitely outweigh the efforts in the end.

At AgilityHealth®, our Strategists work with organizations every day to help them set up Measure and Grow programs that will succeed based on their individual needs. Through their experiences, they have noticed some consistent patterns across our customers, both commercial and government, for- and non-profit. Understanding these patterns can help you set up a program that’s right for your organization.

Before we jump into the patterns, let’s review what a Measure and Grow program is. Simply stated, it’s how you will measure your progress toward business agility. When we look at how Enterprise Business Agility was defined by Sally Elatta, AgilityHealth Founder, and Evan Leybourne, Founder of the Business Agility Institute, you can see why this is important.

The ability to adapt to change, learn and pivot, deliver at speed, and thrive in a competitive market.

Sally Elatta, CEO AgilityHealth and Evan Leybourn, Founder, Business Agility Institute

We need to maintain our competitive edge, and in the process, make sure that healthy teams remain a priority—especially as we start to identify common patterns across teams.

Patterns

  1. Define how you will measure success.

Bertrand Dupperin said, “Tell me how you will measure me, and I will tell you how I will behave.” This is true of our teams, our team members, and our leaders. After this success criteria have been defined, allow the team members to measure themselves in a safe environment where they can be open and honest about their maturity with a neutral facilitator. The process of actioning on the data is very powerful for teams.

  1. Provide a way to help teams grow after you measure them.

“Measurement without action is worthless data.” (Thanks, Sally, for another great bit of wisdom.) When you set up your Measure and Grow program, make sure it includes a way for teams to learn and mature.

Some of the common ones we see are:

  • Dojo teams—high-performing teams paired with new or immature teams to help them learn
  • Pre-defined learning paths for teams using instructor-led or virtual learning
  • Intentional learning options for teams through Communities of Practice or other options
  • Pairing/Mentorship/Accountability Partners
  1. Tie the results to the goals.

“Why are we taking the time to do this?” This is a common question that teams and leaders ask when we are starting Measure and Grow programs. They feel that the time reserved for an Inspect and Adapt session could maybe be used to tie up those last few story points or test cases, when in reality there is a corporate objective to mature the teams. Be sure to share these kinds of goals with your teams and managers so they understand that this is important to the organization.

  1. Provide a maturity roadmap that takes the subjectivity out of the questions.

We all have an idea of what “good” looks like, but without a shared understanding of “good”, my “good” might be a 3, my teammate’s might be a 4, someone else’s might be a 2, and so on. When you share a common maturity roadmap to provide context for your assessment, your results will be less subjective.

  1. Measure at multiple levels so that you can correlate the results.

When we just look at maturity from the team perspective, we get one view of an organization. When we look at maturity from the leadership and stakeholder perspectives, we get another view. When we look at both together—the sandwich model—we get a three-dimensional view and can start to surmise cause and effect. This gives a clearer picture of how an organization is performing.

  1. Minimize competing priorities and platforms.

Almost all teams, regardless of organization, share that there are too many systems, too many priorities, too many everything (except maybe pizza slices …). Be sure to schedule your measurement and retrospective time when the team is taking a natural break in their work. Teams should take the time to do a strategic retrospective on how they are working together at the end of every PI during their Inspect and Adapt, so use that time wisely.

  1. Engage the leaders in the process.

When this becomes a “we” exercise and not a “you” exercise, then there is a sense of trust that is built between the teams and their leaders. Inevitably the teams are going to ask the leaders for assistance in removing obstacles. If the leaders are on board from the start and are expecting this, and they start removing them, this creates an atmosphere of psychological safety where teams can be honest about what they need and leaders can be honest about what they expect.

  1. Remember, this is all change, and change takes time.

Roy T. Bennett said, “Change begins at the end of your comfort zone.” It takes time, perseverance, and some uncomfortable conversations to change an organization and help it to grow. But in the end, it’s worth doing.

Get Started

Setting up a Measure and Grow program isn’t without its struggles, but for the organizations and teams that put the time and effort into doing it right, the rewards far outweigh the work that goes into it. If you would like to chat with us about what it would take to set up your Measure and Grow program, we’re ready to help.

About Trisha Hall

Trisha Hall - AgilityHealth’s

Trisha has been part of AgilityHealth’s Nebraska-based leadership team since 2014. As VP of Enterprise Solutions, she taps into her 25 years of experience to help organizations bring Business Agility to their companies and help corporate leaders build healthy, high-performing teams. Find Trisha on LinkedIn.

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How 90 Teams Used Measure and Grow to Improve Performance by 134 Percent

This post is part of an ongoing blog series where Scaled Agile Partners share stories from the field about using Measure and Grow assessments with customers to evaluate progress and identify improvement opportunities.

One of our large financial services clients needed immediate help. It was struggling to meet customer demands and industry regulations and needed to align business priorities to capacity before it was outplayed by competitors. The company thought the answer would be to invest in business in Agility practices. But so far, that strategy didn’t seem to be paying off.. 

Teams were in constant flux and the ongoing change was causing unstable, unpredictable performance. The leading question was, “How can we get more output from existing capacity?”

Among the client’s key challenges:

  • No visibility into common patterns across teams
  • Inspect-and-adapt data was stuck in PowerPoint and Excel
  • Output expectations didn’t match current capacity
  • Teams weren’t delivering outcomes aligned to business value

Getting a baseline on team health 

We introduced the AgilityHealth® TeamHealth Radar Assessment to the continuous improvement leadership team, and it decided to pilot the assessment across the portfolio. Within a few weeks after launching the assessment, the organization got a comprehensive readout. It identified the top areas of improvement and key roadblocks for 90+ teams. 

These baseline results showed a lack of a backlog, not to mention a lack of clarity around the near-term roadmap. Teams were committing to work that wasn’t attached to any initiatives and the work wasn’t well-defined. Dependencies and impediments weren’t being managed. And the top areas of improvement matched data collected during inspect and adapt exercises over the previous two years. Even though the organization had previously identified these issues, nothing had been done to resolve them, as leaders did not trust the data until it came from the voice of the teams via AgilityHealth.

The ROI of slowing down to speed up

Equipped with this knowledge, leaders took the time to slow down and ensure teams had what they needed to perform their jobs efficiently. Leaders also developed a better understanding of where they needed to step in to help the teams. The organization re-focused efforts on building a sufficient backlog, aligned with a roadmap, so teams could identify dependencies earlier in the development lifecycle. 

This intentional slow-down drove a return on investment in less than a year and $6M in cost savings—equivalent in productivity to the work of five extra teams—while generating an additional $25M in value for the company.

By leveraging the results of the AgilityHealth assessment, leaders now had the data they needed to take action:

  • A repeatable process for collecting and measuring continuous improvement efforts at the end of every planning increment (PI)
  • Clear understanding of where teams stood in their Agile journey and next steps for maturity
  • Comprehensive baseline assessment results showing where individual team members thought improvement was needed, both from leaders and within their teams

What’s next

An enterprise transformation doesn’t stop with the first round of assessments. Like other Fortune 500 companies, this client plans to continue scaling growth and maturity across the enterprise, increasing momentum and building on what it’s learned.

The company plans to introduce the Agility Health assessment for individual roles, so it can measure role maturity and accelerate the development of Agile skills across defined competencies. It will continue to balance technical capacity with an emphasis on maintaining stable, cross-functional teams since these performance metrics correlate to shipping products that delight customers and grow the business. And to better facilitate “structural agility” (creating and tracking Agile team structures that support business outcomes), it will focus on ensuring the integrity of its data.

Get started

You too can leverage AgilityHealth’s Insights Dashboard to get an overall view of your organization’s Agile maturity: baseline where you are now, discover how to improve, and get to where you want to be tomorrow. Get started by logging into the SAFe Community and visiting the Measure and Grow page.

About Sally

Sally is a thought leader in the Agile and business agility space

Sally is a thought leader in the Agile and business agility space. She’s passionate about accelerating the enterprise business agility journey by measuring what matters at every level and building strong leaders and strong teams. She is an executive advisor to many Fortune 500 companies and a frequent keynote speaker. Learn more about AgilityHealth here.

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Why SAFe Hurts – Implementing SAFe in Business

Why do some people find SAFe® to be helpful in empowering teams, while others find implementing the Framework painful? To be honest, both scenarios are equally valid.

As I was beginning to refocus my career on transforming the operating models and management structures of large enterprises, I found that the behavioral patterns of Agile and the operational cadence of Scrum shined a spotlight on an organization’s greatest challenges. As a byproduct of working faster and focusing on flow, impediments became obvious. With the issues surfaced, management had a choice: fix the problems or don’t.

As we scale, the same pattern repeats, though the tax of change is compounded because change is hard. Meaningful change takes time, and the journey isn’t linear. Things get better, things get worse, then they get better again.

Consultants will often reference the Dunning-Kruger curve when selling organizational change.

Why SAFe Hurts
The Dunning-Kruger curve

The Dunning-Kruger curve illustrates change as a smooth journey. One that begins with the status quo, dips as the change is introduced, and then restores efficiency as organizations achieve competence and confidence in the new model. Unfortunately, that’s not how change works, and depicting organizational change this way is misleading.

Implementing SAFe in Business
The Satir curve

When I’d spend time doing discovery work with a prospective client, I’d instead cite a more accurate picture of change: the Satir curve. The Satir image depicts the chaos of change and better prepares people for the journey ahead. Change is chaotic, and achieving successful change requires a firm focus on the reason why the change is important—not simply the change itself. Why, then, can a SAFe transformation (or any other change) feel painful? Here are the patterns of SAFe transformation that I observed pre-COVID.

The Silver Bullet

An organization buys ‘the thing’ (SAFe) thinking it’s a silver bullet that will solve all of their problems. For example, the inability to deliver, poor quality, dissatisfied customers, unhappy teammates, and crummy products. SAFe can help address these issues, but not by simply using the Framework. The challenge we often face is that leaders just want ‘the thing.’ Management is too busy to learn what it is that they bought. That’s OK though. They did an Agile transformation once and read the article on Wikipedia.

How can you lead what you don’t know? How can you ask something of your team that you don’t understand yourself? Let’s explore. 

Start with Why

Leaders don’t take the time to understand what SAFe is, what problems it intends to help organizations solve, or the intent with which SAFe is best used. Referencing the SAFe Implementation Roadmap, its intent is to avoid some of this pain. We begin by aligning senior leaders with the problems to solve. After all, we’re seeking to solve business problems. As Kotter points out, all change must start with a compelling vision for change. 

With the problem identified, we then discuss if SAFe is the best tool to address those concerns. We continue the conversation by training leaders in the new way of working, and more importantly, the new way to think to succeed in the post-digital economy.

Middle Management

Middle management, sometimes distastefully referred to as the ‘frozen middle,’ is the hardest role to fill in an organizational hierarchy. Similar to how puberty serves as the awkward stage between adolescence and adulthood, middle management is the first time that many have positional responsibility, but not yet the authority to truly change the system.

Middle managers are caught in a position where many are forced to choose between doing what’s best for the team and doing what’s best to get the next position soon. Often, when asked to embrace a Lean and Agile way of working, these managers will recognize that being successful in the new system is in contrast to what senior leaders (who bought the silver bullet but could not make time to learn it) are asking of them.

This often manifests in a conversation of outputs over outcomes. In that, success had traditionally been determined by color-coded status reports instead of working product increments and business outcomes. Some middle managers will challenge the old system and others will challenge the new system, but in either context, many feel the pain. This is the product of a changing system and not the middle manager’s fault. But it is the reason why many transformations will reset at some point. The pain felt by middle management can be avoided by engaging the support of the leadership community from the start, but this is often not the case.

Misaligned Agile Release Trains

Many transformations begin somewhere after the first turn on the SAFe Implementation Roadmap. Agile coaches will often engage after someone has, with the best of intentions, decided to launch an Agile Release Train (ART), but hasn’t understood how to do so successfully.

Why SAFe Hurts
SAFe Implementation Roadmap

As a result, the first Program Increment, and SAFe, will feel painful. Have you ever seen an ART that is full of handoffs and is unable to deliver anything of value? This pattern emerges when an ART is launched within an existing organizational silo, instead of being organized around the flow of value. When ARTs are launched in this way, the same problems that have existed in the organization for years become more evident and more painful.

For this reason, many Agile and SAFe implementations face a reboot at some point. Feeling the pain, an Agile coach will help leaders understand why they’re not getting the expected results. Here’s where organizations will reconsider the first straight of the Implementation Roadmap, find time for training, and re-launch their ARTs. This usually happens after going through a Value Stream and ART Identification workshop to best understand how to organize so that ARTs are able to deliver value.

Implementing SAFe in Business
SAFe Implementation Roadmap

Moving Fast Makes Problems More Obvious

Moving fast (or trying to) shines a big spotlight on our problems and forces us to confront them. Problems like organizational silos, toxic cultural norms, bad business architecture, nightmarish tech architecture, cumbersome release management, missing change practices, and the complete inability to see the customer that typically surface when we seek to achieve flow.

The larger and older an organization is, the more problems there are, and the longer it takes to get to a place where our intent can be resized. Truly engaged leadership helps, but it still takes time to undo history. For example, I’ve been working with one large enterprise since 2013. It’s taken eight years since initial contact for the organization to evolve to a place that allowed them to respond to COVID confidently and in a way that actively supports global recovery. Eight years ago, the organization would have struggled to achieve the same outcome.

When I first started working with this organization, it engaged in multi-year, strategic planning, and only released new value to its customers once every three years. The conceptual architecture diagram resembled a plate of spaghetti—people spent more time building consensus than building products. And the state of the organization’s operations included laying people off with a Post-it note on their monitor and an escort off-campus.

Today, the organization is much healthier in every way imaginable. It’s vastly better than it was, but not nearly as good as it will be. The leadership team focuses on operational integrity, and how maintainable, scalable, and stable the architecture is—and recognizes that the team is one of the most important assets.

Embracing Lean and Agile ways of working at scale begins with the first ART launch. It continues with additional ART launches, a reconsideration of how we approach strategy, technology, and customers. And it accelerates as we focus on better applying the Lean-Agile mindset, values, and principles on a daily basis. This is the journey to #BecomingAgile so that we can best position the team and our assets to serve customers.

Change Is Hard

Change takes time, and all meaningful change is painful because the process challenges behavior norms. The larger the organization is, the richer the history, and the longer it may take to achieve the desired outcome. There will be good days, days when things don’t make sense, and days when the team is frustrated. But all of that is OK. You know what else is ok? Feeling frustrated during the change. It’s important to focus on why the change is taking place. 

A pre-pandemic pattern (that I suspect may shift) is that change in large organizations often comes with evolution instead of revolution. With the exception of a very few clients, change begins with a team and expands as that team gains success and the patterns begin to reach other adjacent areas of the operation. The change will reach a point where supporting organizational structures must also change to achieve business agility.

As mentioned, moving fast with a focus on flow and customer-centricity exposes bottlenecks in the system. At some point, it will become obvious that structures such as procurement, HR, incentive models, and finance are bottlenecks to greater agility. And, when an organization begins to tackle these challenges, really cool things start to happen. People behave based on how they are incentivized, and compensation and performance are typically at odds with the mindset, values, and principles that are the foundation of SAFe.

Let’s Work Together

SAFe itself is not inherently painful. The Framework is a library of integrated patterns that have proven successful when paired with the intent of a Lean-Agile mindset, set of core values, and guiding principles. Organizations can best mitigate the pain associated with change by understanding what’s changing, the reason why the change is being introduced, and a deliberate focus on sound change-management practices. If you’re working in a SAFe ecosystem that feels challenging, share your experience in the General Discussion Group forum on the SAFe Community Platform. Our community is full of practitioners who represent all stages of the Satir change curve, and who can offer their advice, suggestions, and empathy. Together, we’ll make the world a better place to work.

About Adam Mattis

Adam Mattis is a SAFe Program Consultant Trainer (SPCT) at Scaled Agile with many years of experience overseeing SAFe implementations across a wide range of industries. He’s also an experienced transformation architect, engaging speaker, energetic trainer, and a regular contributor to the broader Lean-Agile and educational communities. Learn more about Adam at adammattis.com.

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Next: A Twist on Professional Development: the Scrum Master Exchange Program

The Scrum Master Exchange Program: A Twist on Professional Development

Scrum Master Exchange

My career path shifted at the beginning of 2021 when I became a full-time scrum master. I knew right away that to be the best scrum master I could be, I’d need to do continuous professional development. 

One disadvantage I noticed right away was that I‘d only seen Agile, Scrum, and SAFe® in action in the context of one, unique, midsize organization. To be more well-rounded in my abilities to lead and coach, I needed to experience companies of different sizes, within different industries, and with a different company culture to see how these principles and practices played out—as well as how their SAFe transformation took shape. The more that I saw, the less I would view my company, my teams’, and my own routines as the only perspective. The more I saw, the more I could view innovation as possible because it worked over there.

That’s when the idea came to me to be my own hero and think of something tailored to my professional development needs. With support from my leaders and peers, I created a Scrum Master Exchange Program. I invited interested scrum masters from Scaled Agile and from Travelport, and we paired and connected. From there, pairs self-organized and scheduled several sessions. 

  • Introduction—in this session, pairs introduced themselves and shared their professional background, strengths, weaknesses, and goals. They also talked about their current context: their company, their teams, a typical day/iteration, current conflicts, and recent successes. 
  • Shadow—in these sessions, one scrum master silently sat in on the other’s scrum events or even parts of their ART’s PI planning events. The silent scrum master noted group dynamics, facilitation techniques, or anything interesting.
  • Debrief—pairs scheduled debrief seasons soon after shadow sessions to share observations, relay positive and constructive feedback, and ask questions.

We closed the program with a retrospective for all participants and a summary email to participants and their people managers. 

What I Learned

So, how did it go? When we came together to review the program and its benefits, we all agreed that the new perspectives, experiences, and what we learned were things we deeply valued. Connecting with our partners and problem solving together was empowering and often resulted in us taking action toward solving our challenges. 

For me personally, as a new scrum master, I gained confidence in my knowledge and abilities. While my partner was extremely experienced, I could empathize with her problems. And I could even inspire her to consider something new, which made me feel competent and affirmed.

I took away a new mindset, now pursuing more simple, effective, and tried-and-true methods, focusing on the purpose. For example, I would get really creative with my iteration retrospectives, but they could be time-consuming to ideate and build, and the results easily became disorganized. My partner had a very simple, organized, centrally located method and kept things predictable. Though mine still isn’t perfect, I continue to take steps to bring my style a bit closer to hers (I can’t abandon all flair!).

Last but not least, I was further reminded that my professional development, my teams’ development, and my company’s development is a journey. I know what you’re thinking: “How cliché.” But the truth is, you can’t do everything, so you might as well do something. By maintaining a relentless improvement mindset and taking small steps, both you and your teams can get better. 

Key Takeaways

Was the exchange program perfect? No. But we all met someone new in our same role and got a peek behind the curtain at their respective organizations. And, if we decide to implement the program again, we know how to improve it. I’m proud of the fact that I noticed a hole in my professional development and took action, learned a ton, and brought some of my peers with me along the way. I’d call that a successful experiment. 

I’d strongly encourage you to try out an exchange in whatever role you have. Here’s how: 

  1. Float the idea with your peers to find people to join you.
  2. Reach out to your networks, your coworkers’ networks, and your company’s networks to select a potential organization with which to work.
  3. Pitch the idea, gain buy-in, and connect with legal for any necessary paperwork.
  4. Finalize the participant lists, pair them up, and send them off.
  5. Don’t forget to run a retro and spot ways to improve.

 Let us know how it goes!

About Emma Ropski

Emma is a Certified SAFe 5 Program Consultant and scrum master

Emma is a Certified SAFe 5 Program Consultant and scrum master at Scaled Agile, Inc. As a lifelong learner and teacher, she loves to illustrate, clarify, and simplify to keep all teammates and SAFe students engaged. Connect with Emma on LinkedIn.

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How to Scale Up the Circular Economy

This blog post will illustrate, with practical examples, how the principles and practices of the Scaled Agile Framework® (SAFe®) can contribute to scaling up the circular economy. 

The circular economy offers opportunities for better growth through an economic model that is resilient, distributed, diverse, and inclusive. It tackles the root causes of global challenges such as climate change, biodiversity loss, and pollution, creating an economy in which nothing becomes waste, and which is regenerative by design.

Many enterprises are committed to making their products eco-friendlier and participating in global coalitions such as The Plastics Pack. Nevertheless, due to the lack of global standards or lack of dialogue and collaboration, they could create fragmented, small-scale, and sub-optimal solutions. For example, an enterprise might design a product that contains recyclable materials, is built with mono-material components, and is easy to disassemble. Still, it would only maximize its recycling value when embedded in a functioning collection system and treated in proper recycling facilities.

What Is the Solution, Then?

Circularity is a property of a system and not of individual products. It depends on how different actors, products, and information interact with each other. Improving the whole system would require that a group of loosely coupled actors combine their business models to achieve a better collective outcome. The proposed solution is a virtual organization that aligns the strategy and execution of all the stakeholders creating a solution ecosystem.

Let’s look at one example. I will illustrate a management framework to improve the packaging plastics system shown below.

Scale Up the Circular Economy

Applying SAFe Principles to the Circular Economy

SAFe principle #10, Organize around value, recommends creating a virtual organization that would maximize the flow of value. It involves eliminating silos and barriers for collaboration, including the people, the processes, and the tools, from all relevant stakeholders that are trying to achieve the same outcome.

This organization would be called a solution ecosystem, and its goal will be to implement the desired changes. Following SAFe principle #2, Apply systems thinking, the solution ecosystem would include all the actors involved in or impacted by the flow of packaging plastics, from business, government, scientists, and NGOs to end-user communities, including all the necessary activities and information flows required. Decisions would be made collaboratively, iteratively, and based on science-based targets.

The objective of the solution ecosystem would be to deliver a series of interventions to improve the flow of plastics iteratively. The teams would validate each intervention hypothesis through a series of minimum viable products following a roadmap. An intervention example could be, “to get the top 20 manufacturers of packaging plastics to commit to plastic packaging that’s 100% reusable, recyclable, or compostable by 2025,” while the desired outcome would be “to reduce packaging plastics flowing into the ocean by 50%.”

The solution ecosystem comprises small, long-standing, cross-stakeholder, and cross-functional teams or teams of teams dedicated to addressing specific outcomes. They will also have access to part-time specialized resources and count on all the necessary skills to deliver value independently of other teams.

The solution ecosystem could be coordinated top-down, from organizations such as the World Economic Forum, or led by a single enterprise coordinating with all the stakeholders impacted by its products. This organization could reach out vertically to all actors along the supply chain, such as those in logistics, packaging, and wholesale, horizontally to competitors, or circularly to all stakeholders impacted. 

Aligning Strategy to Execution

The solution ecosystem is likely to be composed of many people and organizations. To align strategy and execution, SAFe proposes to create a golden thread. From a single and shared vision to strategic themes to a common backlog of interventions to hold and prioritize all the interventions that will realize those themes.

The overarching vision of the New Plastics Economy is that plastics never become waste. Instead, they re-enter the economy as valuable technical or biological nutrients, creating an effective after-use plastics economy, drastically reducing the leakage of plastics into natural systems, and decoupling plastics from fossil feedstocks.

Scale Up the Circular Economy

Strategic themes are the way to achieve that vision or areas of investment. They are a way to group and classify Interventions. The solution ecosystem’s scientific community would express them in objectives and key results (OKRs). Thus, providing a qualitative and quantitative measurement to evaluate progress and success. An example could be:

Objective: Drastically reduce leakage of plastics into natural systems.

  • Key result 1: Improve after-use infrastructure in high-leakage countries by x% 
  • Key result 2: Increase the economic attractiveness of keeping materials in the system
  • Key result 3: Increase investments in efforts related to substances of concern by x %

The teams would strive to accomplish the strategic themes by implementing a series of interventions.  The solution ecosystem’s backlog is the prioritized list of interventions to be done. For example, it might look like this:

  1. Bio-benign materials
  2. Reversible adhesives 
  3. Super-polymer
  4. Plastics toolkit for policymakers 
  5. Bid data service to track the flow of dangerous chemicals
  6. Food delivery containers as a service

Collaborative Decision-making Process

SAFe recommends using Participatory Budgeting (PB) as a tool for budget allocation across the same enterprise business units. We could expand PB for multi-stakeholder decision-making, as many municipalities use it, gathering all the stakeholders’ voices. All the stakeholders impacted would be heard, voice their concerns, choose their priorities, and learn about other stakeholders’ concerns. The PB process should be done periodically to create a rolling wave agreed plan.

Creating a Balanced Portfolio

To maintain a well-balanced portfolio, SAFe proposes several budget guardrails:

  • Capacity allocation: This technique classifies interventions into different types and allocates a percentage of the available capacity to each kind, such as building the basic science, writing communications material for end-users, or drafting policy documents. Every three months, we can decide the percentage allocation to each type, keeping the desired balance across all categories.
  • Investment horizons: Classifying interventions by their impact timeframe allows leadership to maintain the right balance between the immediate, short, and long term. Quick wins are needed to win the hearts and minds of the naysayers, while the more difficult things usually take longer.
  • Epic approval: Decentralizing decision making is fundamental to reduce time-to-market and to improve flow. Nevertheless, substantial initiatives that impact multiple stakeholders need to go through an approval process based on a short business case. 

Project to Product

The traditional project approach would have required well-defined Interventions with fixed scope, fixed budget, and a fixed timeframe, such as building a clearly defined database of biomaterials at the cost of £2m over one year. One major drawback of this approach is that the success criteria of the intervention usually focus more on staying within these artificial constraints rather than on achieving the desired outcome of increasing the percentage of biomaterials used in packaging plastics by x%. Another problem is that designs and plans must be agreed upon upfront to obtain funding and approval. At that moment is when we know the least about the problem and the solution. Hence, it becomes harder to pivot later if needed.

The book Project to Product proposes a product approach, where funding is associated with long-standing teams working on a set of interventions related to the desired outcome. They would iteratively validate hypotheses and measure progress irrespective of the validity of their initial plans and assumptions. Products must be launched and maintained during their life cycle and have multiple target users with evolving needs. 

For instance, the budget would be related to a product called ‘biomaterials for packaging,’ including research, product launch, product support in life, and end-of-life activities, rather than related to a project to launch a new packaging material.

Timeboxing

SAFe principle #1, Take an economic view, proposes that we work incrementally and iteratively. Working in small timeboxes and on small pieces of independently valuable work would allow us to obtain the best economic outcome. We will get quick feedback; the value will get accumulated over time, and it will enable us to test our hypothesis and pivot quickly if needed.

SAFe principle #7, Cadence and synchronization, promotes that all teams involved in the solution ecosystem get together every three months to collaboratively plan the work for the next three months. This recurrent process helps evaluate progress toward the shared outcome, manage cross-team dependencies, and facilitate cross-team collaboration to create a stable and predictable rhythm of key events. 

Every three months, all teams demonstrate their accomplishments to evaluate progress objectively. They would get together to reflect on how they deliver value and look for opportunities to improve the process.

Epic Owner

The Epic Owner is a new role that would work at the solution ecosystem level to track and shepherd the intervention through its life cycle and across all the teams involved. In our example, the Epic Owner for the biomaterials database would be accountable to define the scope, building the short business case, getting it approved, building the teams across all stakeholders, tracking progress, being a consultant to the delivery teams, and evaluating whether they are meeting the desired outcome. It is a role, not a title. Hence, it might be fulfilled by a group of people.

Transparency

Transparency and visualization of all the work and all the dependencies by everyone are key. Kanban boards would allow us to see every intervention’s status to match demand with available capacity. A dependency board would show when each intervention will be delivered and its dependencies with other teams.

Decentralized Decision-making

No amount of central planning will be enough at this scale. To enable decentralized decision-making, we need to create a framework that provides organizational clarity and technical competence. This would allow individual teams to make decisions independently with the confidence that those will be good decisions. An example could be that a team can decide to increase the cost of the solution up to £1,000 to produce an additional reduction on the amount of plastics leakage into the ocean, as long as there is no impact on any of the other planetary boundaries.

References and Sources of Inspiration

Several reports are calling for organizations like the proposed solution ecosystem that could lead a multi-stakeholder systemic change:

  • The Metabolic Institute proposed that The Netherlands implements a regional ecosystem approach to scale up circular economy innovation.
  • The Ellen MacArthur Foundation calls for a global, independent collaboration initiative that brings together all actors across the value chain from consumer goods companies, plastic packaging producers, plastics manufacturers to cities, businesses involved in the collection, sorting and reprocessing, policymakers, and NGOs.
  • J. Konietzko writes, “Ecosystem innovation aims at changing how actors relate to each other and how they interact to achieve the desired outcome… circular products and services often maximize their circularity in conjunction with other assets. A circular ecosystem perspective thus goes beyond the question, what is our value proposition? Instead, it asks, how does our offering complement other products and services that together can provide a superior and circular ecosystem value proposition?”
  • D. Meadow, in her book Thinking in Systems, says, “You can’t predict a system, but you can dance with it.” Hence, do not design a solution upfront at the enterprise level, expecting the whole ecosystem to react as you hoped. Instead, implement a management framework that allows you to work iteratively at the system level, which we call the solution ecosystem; listen to the feedback, and react accordingly. 

Conclusion

In this blog post, I proposed a management framework, adapted from the Scaled Agile Framework, to manage a multi-stakeholder ecosystem to scale up solutions for the circular economy. At this stage, these are ideas extrapolated from my experience in business agility transformations and my readings into the circular economy. Please get in touch with me via LinkedIn to explore these ideas further, or if you have a concrete initiative you would like to apply them to.

About Diego Groiso

Diego Groiso Scaled Agile Partner

As a Principal Consultant at Radtac, a Scaled Agile Partner, Diego supports companies in their Business Agility journeys as an Enterprise Agile Coach, Trainer, and Release Train Engineer. Recently, he has transformed the whole infrastructure department of a global utility company, as well as launched and coached several Agile Release Trains within the Digital Transformation Programme in a global telecom company. He has a passion for the circular economy as one of the solutions to climate change. Connect with Diego on LinkedIn.

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Can SAFe Make the World a Better Place?

Recently, someone asked me to explain the benefits of SAFe® over other Agile frameworks. Before I answer, I want to point out that I am not opposed to other scaling frameworks (we don’t do that!). What I can do, however, is speak from my own experience and give you some insight into why I choose to specialise in SAFe.

One of the best books I read last year was Switch: How to change things when change is hard, by Chip and Dan Heath. The book talks about communicating a vision and uses a great analogy of the elephant and the rider. The rider represents the rational self, and the elephant the emotional self. If the rational brain interests you, I suggest you look at the customer stories at the Scaled Agile website. There you can explore a treasure trove of case studies based on data.

I’m going to focus on the elephant. A common question in SAFe classes is where the data sits behind the statistic, “30 percent increase in employee engagement.” I usually answer this question by telling a true story about a Programme Manager I worked with called Steve (his real name isn’t Steve). 

Steve worked in a large organisation for 20 years. Over the years, he honed his craft by emulating those who had gone before him. He worked his way up the project management ladder and became highly respected by all who had the pleasure of working with him. There was just one problem, Steve had learned that the best way for his projects to succeed was to be at the centre of everything. Every decision went through him, and every status report had to be filled out precisely the way he did it; if not, you would have to do it again. Now, this all sounds sensible: Steve knew what his stakeholders needed to know, and he made sure that they had the information they needed to sail through his milestones with minimal fuss. There was one fly in the ointment: Steve had to work 60 hours a week to maintain control.

The organisation that Steve works in decided to go SAFe and identified his programme as an ideal candidate to launch an ART. Steve was willing to try but was sceptical about a new approach. We followed the SAFe Implementation Roadmap, trained everyone and got ready for PI planning. This is the point in our story when everything changed.

In the first PI planning, the room’s energy was unlike anything seen before. Because everyone who needed to be there was in the same room, the teams managed to unblock a capability in the first hour of the first team breakout that had stumped everyone for three months. The momentum continued to build from there; the ART launch was a tremendous success.

To understand why I think SAFe is so brilliant, we need to fast forward a few PIs. It was the summer season, and Steve took some time off to relax and soak up the sun. For the first time in years, Steve was not on his phone. He was not checking emails. He relaxed. When I caught up with him shortly after his holiday, he said, “Thanks to SAFe, I’ve got my life back.” Steve was no longer working crazy hours to stay in control. He had let go of many day-to-day decisions. He trusted the teams to make the calls on the things they were close to so that he could focus on the strategy.

I believe that SAFe is so fantastic because it gives us just the right balance of guidance and flexibility. The 10 SAFe Principles help us put the changes in behaviour into practice. As a coach, they are at the front of my mind whenever I’m thinking about implementing SAFe. And for people like Steve, they help put the mindset into practice and apply it to their own context. We can’t be overly prescriptive; every context is different. 

Steve’s story is far from unique; I’ve seen many people’s lives change for the better as they embrace a new way of working. That is why I do what I do. Business benefits are essential, the ability to respond to changes in the market is critical, but I’m all about the people. 

It’s no accident that the first value of the Agile Manifesto is individuals and interactions over processes and tools, or that the first pillar of the SAFe House of Lean is respect for people and culture. What could be more important than making the world a better place for people to work? What could be more valuable than improving the happiness and wellbeing of our people?

So, can SAFe make the world a better place? I believe so!

About Tim

Tim is an experienced SPCT

Tim is an experienced SPCT who has been working in Agile and software for the last 12 years. Over the years, Tim has worked in a variety of industries such as telecom, pharma, and aviation, leading large transformation initiatives. Connect with Tim on LinkedIn.

AgilityHealth Insights: What We Learned from Teams to Improve Performance – Agility Planning

This post is part of an ongoing blog series where Scaled Agile Partners share stories from the field about using Measure and Grow assessments with customers to evaluate progress and identify improvement opportunities.

At AgilityHealth®, our team has always believed there’s a correlation between qualitative metrics (defined by maturity) and quantitative metrics (defined by performance or flow). A few years ago, we moved to gather both qualitative and quantitative data. Once we felt we had a sufficient amount to explore, we partnered with the University of Nebraska’s Center for Applied Psychological Services to review the data through our AgilityHealth platform. The main question we wanted to answer was: What are the top competencies driving teams to higher performance? 

Before we jump into the data, let’s start by reviewing what metrics make up “performance.” Below are the five quantitative metrics that form the Performance Dimension within the TeamHealth® radar: 

  • Time-to-market 
  • Quality
  • Predictable Delivery
  • Responsiveness (cycle time)
  • Value Delivered
AgilityHealth

During the team assessment, we ask the team and the product owner about their happiness and their confidence in their ability to meet the current goals. We consider these leading indicators for performance, so we were curious to see what drives the qualitative metrics of Confidence and Happiness as well. 

Methodology 

We analyzed both quantitative and qualitative data from teams surveyed between November 2018 and April 2021. There were 146 companies representing a total of 4,616 teams (some who took the assessment more than once) which equates to more than 46,000 individual survey responses.

We used stepwise regression to explore and identify the top five drivers for each outcome. Stepwise regression is one approach in building a model that explains the most predictive set of competencies for the desired outcome. 

The results of our analysis identified the top five input drivers for each of the performance metrics in the TeamHealth assessment, along with the corresponding “weight” of each driver. We also uncovered the top five drivers of Confidence and Happiness for teams and product owners. These drivers are the best predictors for the corresponding metrics. All drivers are statistically significant, and each metric has the driver’s ranked order. 

By focusing on increasing these top five predictors, teams should see the highest gain on their performance metrics. 

Results

 After analyzing the top drivers for each of the performance metrics, we noticed that a few kept showing up as repeat drivers across performance. 

AgilityHealth

When analyzing the drivers for Confidence and Happiness, we found these additional predictors:

AgilityHealth

We know from experience that shorter iterations, better planning and estimating, and T-shaped skills all lead to better performance—but we now have data to prove it. It was a welcome surprise to see self-organization and creativity take center stage, as it did in our analysis. We’ve always coached managers to empower teams to solve problems, but for the first time, we have the data to back it up. 

Recommendations

Pulling these patterns together, it’s clear that if a team wants to impact its performance in an efficient way, it should focus on weekly iterations, T-shaped team members, effective planning and estimating, enabling creativity and self-organization, role clarity, and right-sizing and skilling. Teams that invested in these drivers saw a 37 percent performance improvement over teams that didn’t. So when in doubt, start here!

We’re excited to share that you can now see the drivers for each competency inside the AgilityHealth platform. We hope it helps you make informed decisions about where to invest your time and effort to improve your performance.

Visit the AgilityHealth page on the SAFe® Community Platform to learn more about these assessment tools and get started!

About Sally

Sally- Agile and business agility space

Sally is a thought leader in the Agile and business agility space. She’s passionate about accelerating the enterprise business agility journey by measuring what matters at every level and building strong leaders and strong teams. She is an executive advisor to many Fortune 500 companies and a frequent keynote speaker. Learn more about AgilityHealth at https://www.agilityhealthradar.com.

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