Training Offered By: Danube Technologies (now CollabNet, Inc.)
Instructor: Lyssa Adkins

Scrum Training Review - February 2010

Click here for a more detailed review of this training course with Lyssa Adkins

In April 2010, I attended the full two day training. This training was better than the one I attended in February, but I still have open questions on how to effectively implement scrum in certain environments. The detailed review here lists few open questions.

Training Offered By: Danube Technologies (now CollabNet, Inc.)
Instructor: Tamara Sulaiman

Scrum Training Review - April 2010

Click here for a more detailed review of this training course with Tamara Sulaiman

If you are looking for more than basic framework knowledge, take a course with one of the pioneers of scrum instead of going through software vendors that provide training services. I haven’t attended a course with other trainers, but based on discussions with several scrum masters, some good trainers to consider are: Jeff Sutherland, Sanjiv Augustine, Alistair Cockburn, Ken Schwaber, Mike Cohn, Esther Derby, Michele Sliger.

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When I first attended the scrum master course in February 2010, I could not attend the second day because of a snow storm. So I re-attended the two day training in April 2010. Overall, this training session was better than the one I attended in February. The instructor’s approach made a big difference (although the breakfast was a huge disappointment). The instructor started with a quick pulse on the attendees’ familiarity with scrum, effectively tying that to expectations one should have from the course (i.e. the course’s focus is on the basics of everything scrum, so don’t expect to get a solution to your complex scenarios).

The instructor did not spend time on evangelizing scrum or belittling waterfall and other methodologies. I particularly liked the instructor’s approach of using scrum to teach scrum. The instructor had prepared a product backlog of items that the team needed to get through in two days of training. She had assigned story points to each item, and moved stories from In-Progress to Done as we went through them. She even tracked work done and work left on a burn-down chart. For those who had never used scrum, this mode of teaching made it easier to see scrum in application. For those who had used scrum, it helped to see scrum functioning in a different setting.

The instructor had also set up a group exercise in which each team had to build a game using the fundamentals of scrum. This exercise was effective in experiencing firsthand the responsibilities of the product owner and scrum master. It also helped to create user stories, assign story points, play planning poker, assign priorities, track work on burn down charts, conduct product demos – all in actual time boxes as part of the game creation exercise. However, as beneficial as this exercise was, it also detracted attention from more pressing discussions. It would have helped to de-scope this exercise and simplify the goal so teams could see the same benefits in less time.

In conclusion, while I left more satisfied with the tips and tools picked up in these two days of training, I still had the same outstanding concerns as earlier – how to make scrum implementations work productively in matrix organizations where shared resources and distributed teams are the norm? How to get scrum masters to efficiently lead multiple scrum teams? How to measure effectiveness of scrum methods and performance of scrum masters?

Related Posts

• A detailed review of a scrum master course (Through CollabNet with Lyssa Adkins in February 2010)
• A summarized review of two scrum master courses: (1) With Lyssa Adkins in February 2010 and (2) With Tamara Sulaiman in April 2010

Summarizing Observations

Scrum Training Review - April 2010

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In February 2010 I attended a scrum training class as I was keen to learn some new tricks and get the scrum master certification. While I certainly picked up at least two valuable exercises to use in my client engagements in just one day, a fair portion of the training was below satisfactory. I have been a scrum practitioner for almost five years, so maybe some of the material and insights were very rudimentary. Regardless of my level of familiarity with scrum, the training felt lacking in actionable insights that one could take back to the work place.

At times, it seemed as if some attendees were perceiving scrum to be less adaptive as the instructor often stressed the need to implement all of scrum’s rules for it to be effective. Many people were in this course because they believed in scrum’s merits and wanted to understand how to make it work in their environment. If the instructor did not spend so much energy on evangelizing scrum over alternate methodologies, but more energy on sharing lessons learned and actionable insights from implementing scrum in various organizations, the training would have been much more valuable.

For instance, the instructor mentioned that scrum is highly effective (optimal) only when fully functional teams are face-to-face. She highlighted that anything else is a coping strategy that will lead to minor benefits. Instead, it would have helped if she dived into some of the challenges of implementing scrum on a globally diversified team. With the increase in outsourcing and globalization, it’s not always viable to collocate one’s entire team. Even if scrum implementations will be sub-optimal for such teams, what can they do to get maximum value from scrum?

Another statement the instructor made was “A good scrum master can be the leader of three teams; a great scrum master can be the leader of one team”. In today’s lean and mean economy very few companies, if any, can afford the luxury of having one person dedicated to leading one project. Leading several projects, juggling multiple priorities and wearing many hats is a given. So instead of rejecting this view, it would have helped to understand what are some strategies scrum masters can build into their approach to be super stars even while managing multiple teams.

Because of a snow storm, I only attended day one of the two day training. While attending both days may have led to more advanced insights, my day-1 experience was below expectations.

Related Posts

• A detailed review of a scrum master course (Through CollabNet with Tamara Sulaiman in April 2010)
• A summarized review of two scrum master courses: (1) With Lyssa Adkins in February 2010 and (2) With Tamara Sulaiman in April 2010

Summarizing Observations

Scrum Training Review - February 2010

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She said that good, experienced PMs soon develop a knack for realizing which aspects of a project plan are important or relevant to the project at hand. For example, not all projects need detailed communication plans, stakeholder registers or extremely detailed project schedules. To manage one’s workload efficiently it is important for the PM to realize what applies and adds value to the project, and produce those components of the plan accordingly.

It is a simple thought but often overlooked. Click here to read a related post on what we identified as core things to look for in a basic project schedule

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1. Have adequate coverage of all activities and milestones critical to the project (see note below regarding what level to track at)
2. For each activity, clearly capture estimated duration and effort. In this organization getting an accurate indication of effort was quite challenging, so duration was used more often. While this presents some resource management challenges, it was an acceptable approach given the realities of the organization.
3. It is also important to indicate the dependencies / predecessors so all activities and milestones are clearly linked to each other. This not only makes it easier to administer changes to the plan but also to assess impact of any slippage very quickly.
4. For all activities identify the resource accountable for the activity’s completion. Dependent on how you do this, and how you set up other linkages in the MS Project file, assigning resources can also help you in estimating costs, in preparing budgets and in resource leveling.

One can do a lot more with MS Project, but we identified these as the most basic requirements given the organization’s and the project team’s needs.

Another important point underlying all this was the level at which to track activities in the project schedule. This depends on the needs of the project – some projects warrant detailed task level tracking, while for others, tracking by deliverables/milestones works just as well. The level at which you track is also a function of which methodology your organization is using as the rules of the game may differ. Although, the gist of it stays the same – what needs to be done, how long will it take, what are the dependencies, who is accountable.

Related posts that you might want to browse through -

• Managing Projects – by tasks or by deliverables and milestones

• Relevance as a skill for PMs

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Have you ever thought that things would improve if only you could change something in your organization but you did not know where or how to get started? Here’s the tip: Think, if you were to get fired, what would your replacement do? Would he or she run things the same way, or would they immediately change something and how would they go about it?

Perhaps this simple question will give you the drive you need to actually execute the change. Go for it – be the change agent your organization needs!

Also, I am planning to attend another exciting event soon! Click here to read more about it…!

Click the image to read about some of the speakers at this upcoming event -

The complete list of speakers at the event -

• DOUG AKIN Chief Engagement Officer, Mr Youth
• KRYSTAL BALL Congressional Candidate
• MATTHEW BISHOP New York Bureau Chief, The Economist
• JANE BUCKINGHAM Founder, Trendera
• JARED COHEN U.S. State Department, Project Lead: ‘Text Haiti to 90999′
• CINDY GALLOP Founder & CEO, IfWeRanTheWorld
• SCOTT GALLOWAY Founder, L2
• BEN KAUFMAN Entreprenuer-in-Chief, Quirky.com
• STERLING LANIER President, Chatter
• LAURA McEWEN Publisher, TeenVogue
• DR. JAY PARKINSON Founder, HelloHealth
• ERIN SCHRODE Founder, Teens Turning Green
• GREG SHOVE CEO, Halogen Network
• ADAM WALDEN General Manager, Noise Marketing
• ANDREW WAGNER Editor in Chief, ReadyMade
• MARK ZANDI Chief Economist, Moody’s Analytics

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The three posts are -

• A detailed review of a scrum master course (Through CollabNet with Tamara Sulaiman in April 2010)
• A detailed review of a scrum master course (Through CollabNet with Lyssa Adkins in February 2010)
• A summarized review of two scrum master courses: (1) With Lyssa Adkins in February 2010 and (2) With Tamara Sulaiman in April 2010

In February 2010 I attended a Scrum training course in NYC. Because of a snow storm, I only attended the first day of the two day training. While attending both days may have led to more advanced insights, my day-1 experience was below my expectations.

Training Offered By: Danube Technologies (now CollabNet, Inc.)
Instructor: Lyssa Adkins

Scrum Training Review - February 2010

Click here for a more detailed review of this training course with Lyssa Adkins

In April 2010, I attended the full two day training. While the training was better than the one I attended in February, I still have open questions on how to effectively implement scrum in certain environments.

Training Offered By: Danube Technologies (now CollabNet, Inc.)
Instructor: Tamara Sulaiman

Scrum Training Review - April 2010

Click here for a more detailed review of this training course with Tamara Sulaiman

In conclusion, if you are looking for more than basic framework knowledge, try to attend a scrum master course with thought leaders on the subject instead of software vendors that provide training services. Some trainers to consider are: Jeff Sutherland, Sanjiv Augustine, Alistair Cockburn, Ken Schwaber, Mike Cohn, Esther Derby, Michele Sliger.

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So, why mention version 1.0 software releases and how they relate to a project manager or to a project management organization (PMO)?

Well, version 1.0 releases generally require the project manager to tweak their normal project management approach and build more flexibility in almost all facets of the project. They require the project manager to wear multiple hats – often taking part in requirements capture, user interface design, market studies, application testing, training and other duties that might otherwise be deemed to be beyond day-to-day project management activities.

From a PMO’s perspective, the PMO leader should guide project managers in these areas as necessary. The PMO leader should also realize that the needs of such projects are different, and ensure that the PMO’s own processes do not stifle progress on the project.  Some areas to be conscious of in this regard are -

• a PMO that establishes a hard stance on no scope changes – requirements will shift constantly on 1.0 releases, so at times, scope will change too. The key is to re-prioritize what can be delivered in the software’s first release given all project constraints, and embrace the highest priority must-have changes.
• a PMO that has rigid processes around how and when code updates move through various environments (such as development, integration, quality assurance / testing, staging, production, disaster recovery) – it is understandable for organizations to have strict controls on what gets implemented in their staging, production or disaster recovery environments. However, IMO, it helps maintain momentum if code is allowed to move quickly from development to integration to quality assurance environments. This could be set up as an exception to the norm, only applicable for certain such projects.
• a PMO leader may need to provide additional coaching – for reasons mentioned earlier in this post a PMO leader may need to spend more time with project managers coaching them in areas outside their domain. Simple endeavors such as value stream mapping, building flowcharts and workflows, using dashboards with critical metrics to measure and communicate progress, and various other techniques mentioned in several project management publications can be very effective in building team morale, creating a common vision and balancing expectations, especially when uncertainty runs high prior to a software application’s first release!

In fact, balancing expectations is so crucial that its worth highlighting a few points on it. Depending on the nature of the project, you might have a sponsor that constantly micro manages every aspect of the project, or one that just wanted the finished goods yesterday.  In 9 out of 10 cases, I have observed that software applications in their first release or initial rounds of major cutting edge technological upgrades tend to be pretty close to a sponsor’s heart. It is important for the project manager to realize these situations, as they demand extra facilitation and frequent expectation reseting, whether it be in terms of budget, timeline or resources.

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Gordon, Miller and Mintzberg defined three levels of decision making: operative, administrative and strategic. Some of the characteristics of decisions at these levels are:

As a project manager, it helps to be aware of these decision making levels when you work with everyone on your team, on other teams or in different companies.  If you get a chance, try to read more about decision making.  In the near future, I’ll post another short blurb on some behavioral factors that influence decision making. 

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A software development project requires rolling out a new software application to a user base of 3000 people globally in the first phase, and then expanding to another 2500 users potentially. This application uses SharePoint 2010 and Office 2010 as its technical foundation. The software also relies on a virtualization solution provided by another vendor. The users have Office 2003 and Windows XP on their computers. The company has about 15000 employees globally; most using a combination of Windows XP and Office 2003 or Office 2007 on their computers.

Situation

A part of the project team set up a software lab with Windows 7 and other Windows 7 dependent software based on their research. As people started using the lab for testing, and issues emerged, Windows 7 got highlighted as a cause for concern, primarily because of –

• complications involved in upgrading everyone (user base and other employees) to Windows 7
• training concerns in transitioning users from Office 2003 to Office 2010
• integration issues with other legacy hardware and software
• the virtualization vendor’s Windows 7 ready solution being too late for our deployment goals

What if?

Had the team that set up the lab involved others in their decision making process from the start, they could have saved time, effort and money.  At least a couple options would have been to either start with a Windows XP solution and upgrade to a Windows 7 solution when the broader organization was ready or to communicate early enough any impact to the deployment timeline.

Often in software development projects, those close to the technology push to use the latest available tools or things that are “cool”. While I do not blindly discourage such endeavors, I can’t emphasize enough the importance to work with other department heads to ensure that the organization as a whole (and not just the software’s user community) can meet the demands of the proposed solution.

It is also important to consider if any other vendors you are dependent on will be able to complete their deliverables in time. The project referenced here used a Virtualization solution provider whose application would not be Windows 7 ready till June 2010. That timeline would delay the software deployment, which, from the very start was not acceptable to the sponsors.

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For those interested in reading more about Scrum, read this guide (it’s an excellent intro and overview): http://www.scrum.org/scrumguides/

Cheers!
-V

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There is an increasing level of buzz regarding what Scrum can and cannot do, and how it is similar to or different from other project management methodologies.  I have to admit that enforcing Scrum’s guidelines or building processes around Agile concepts has been easier in small teams and start-up companies than in large corporations.

I’ll elaborate on the challenges, what worked and what did not work in future posts.  In brief some of the main challenges included (1) an inability to integrate post-development activities such as QA/testing and release management fully into the sprint cycle, (2) the product owner and scrum master roles spilling over one another (also the product owner getting over loaded) and (3) various aspects of the organizational culture and business realities becoming not necessarily blocks, but valid constraints.

Anyway, lately, I have been considering signing up for a CSM (Certified Scrum Master) course, in the hope of learning something new and exchanging experiences with others.  I wonder what challenges other people have had in implementing Scrum or other Agile methods, and what can I fit into my practice to help clients better incorporate these methods into their process.

If you’d like to share your experience using Scrum, feel free to comment or drop me an email at varunpoddar@poddarco.com

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Sreedharan’s very high integrity, single minded commitment to work, managerial acumen and punctuality set him apart.  He creates a conducive and professional work culture, picking up the right people, motivating and rewarding them.  This, along with the freedom to innovate and no punishment for unintentional mistakes, make the employees put up their best show even with governmental salaries.

Just thought I’d share with everyone…

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Some PMs get caught up in demanding these elements from their teams and resources. Releases don’t get scheduled till project codes, install instructions, help guides, dev complete dates, QA completion notices, team-to-team hand off meetings, multi-layered sign-offs and varied support procedures among other things are in place. By then the business (client) needs move on, project demands change, resources shift.

It’s here that a customer focus plays a crucial role.  A customer focus can shed new light on questions like – how can the process minimize redundancy and overhead while maximizing productivity and utilization? Does the process have to be so standardized? Where can you make the process flexible?

My two cents in conclusion: question the rigidity of processes and other must-haves; be alert to these things when they start becoming roadblocks.

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As the first step, I suggest understanding how a project traverses through its various stages, i.e. Initiation, Planning, Execution, Monitoring & Control and Closing; know what the goal of each phase is so you can better lead the team towards accomplishing that goal. I stress goal and not all the inputs, outputs and processes described by various methodologies. Regardless of whether you follow Agile, PMBOK, PRINCE or Waterfall approaches, projects follow a few basics: person-A dreams up a project for person-B to execute. Person-B needs to figure out how to organize the resources at his or her disposal to get the work done per person-A’s expectations. This entails reporting the vital stats at periodic intervals, and ensuring there are no loose ends. So read the theory behind what goes into a project’s beginning, middle and end, glean from that theory the practical insights that fit your environment and understand what your role is in facilitating the project through its life cycle.

Leadership, documentation and communication are probably three of the most basic skills needed to run projects successfully. From a documentation perspective, understand what are the needs of the project, of the team and of the sponsors. Some projects and sponsors will expect daily updates, others weekly. Some teams will warrant meeting and following up daily, others work better when left alone. Every project is different. This is where your leadership, communication and documentation intersect to produce what’s in the best interest of the project. At the least, know what goes into a project charter or some form of a project definition document, a status report, an issue log, a risk log and of course a project schedule. Familiarize yourself with the basics of risk identification, activity and resource scheduling, requirements capture and problem solving. Another important basic skill is being able to lead meetings whether they be weekly status calls, kick off meetings, client onsite discussions or steering committee calls. I have been quite surprised by how many PMs don’t know how to lead meetings effectively and efficiently.

IMO, intermediate project management skills focus on more elaborate risk management, issue management, team building, basic budget tracking, scope management, stakeholder management and facilitating proper project closure. Advanced project management includes budget control, detailed risk analysis, cost estimating, tracking project performance metrics through earned value management and other techniques, developing better forecasting skills and honing your project management style using a blend of best practices and methodologies. Check back again in the next few days for more posts on this theme. Btw, thanks to Soma B who unknowingly helped me get started on this series of posts…!

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