Make change visible... and funny!

MAKE CHANGE VISIBLE… AND FUNNY!

Valerio Bonfatti Mini IAD - Vimercate 2015

INDIVIDUALS AND INTERACTIONS OVER PROCESSES AND TOOLS

WORKING SOFTWARE

OVER COMPREHENSIVE DOCUMENTATION

CUSTOMER COLLABORATION OVER CONTRACT NEGOTIATION

RESPONDING TO CHANGE OVER FOLLOWING A PLAN

INDIVIDUALS AND INTERACTIONS OVER PROCESSES AND TOOLS

WORKING SOFTWARE

OVER COMPREHENSIVE DOCUMENTATION

CUSTOMER COLLABORATION OVER CONTRACT NEGOTIATION

RESPONDING TO CHANGE OVER FOLLOWING A PLAN

At regular intervals, the team reflects on how to become more effective, then tunes and adjusts

its behavior accordingly.

ARE WE IMPROVING?

ARE WE MORE EFFECTIVE?

DID OUR EFFORTS PAID OFF?

ARE WE CHANGING OUR BEHAVIOR?

Agile processes promote sustainable development. The sponsors, developers, and users should be able

to maintain a constant pace indefinitely.

Build projects around motivated individuals. Give them the environment and support they need,

and trust them to get the job done.

DRIVE CHANGE

37°

??

Sensor

-

output m

error

NEGATIVE FEEDBACK LOOP

+ +

disturbancedisturbance

outputSystemController

set point input

DO YOU WANT TO CHANGE IT?

MESURE IT!

–Alistair Cockburn (2000)

“A large display ofcritical team information

that is continuously updatedand located where the team

can see it constantly”.

• LARGE: easily visible to the casual, interested observer

• UPDATED: it changes periodically, so that it is worth visiting

• SIMPLE: it is easy to update and modify

• CLEAR: is understood ad glance

• LARGE: easily visible to the casual, interested observer

• UPDATED: it changes periodically, so that it is worth visiting

• SIMPLE: it is easy to update and modify

• CLEAR: is understood ad glance

The TEAM is exposing publiclyits own performance

RESPONSABILITY

• LARGE: easily visible to the casual, interested observer

• UPDATED: it changes periodically, so that it is worth visiting

• SIMPLE: it is easy to update and modify

• CLEAR: is understood ad glance

Shows readers information they care about without having to ask anyone

LESS INTERRUPTIONS

BURN DOWN CHART

30

25

20

15

10

5

mon tue wed thu fri mon tue wed thu fri

STAND UP

STAND UP

05/05

12/05

19/05

26/05

02/06

PAIR SWITCHES

PAIR SWITCHES

INCOMING OUTGOING

BUG BALANCE

LUCA XXXXXXXXXX

MARIA XX

GIANNI XXXXX

PIERO XXX

MARCO XXXXXXXXXXXXXXXXX

SARA XXXXXXX

DISTURBERS

Blocker A

Blocker B

Blocker C

Blocker D

Blocker E

BLOCKS

HAPPINESS CHART

WE VISUALIZE CHANGE!

HOW TO MAKE IT SUSTAINABLE?

IT SHOULD BEFUNNY

IT SHOULD BEENGAGING

IT SHOULD BEENJOYABLE

IT SHOULD BEREWARDING

“Addicting is the most common word its fans use to describe it.”

http://www.jenovachen.com/flowingames/

FLOW

Mihály Csíkszentmihályi

1975

INTRINSIC REWARDS THAT ENCOURAGE

PERSISTENCE

Focused, With High Concentration

Sense of Ecstasy

Great Inner Clarity

Know that the Activity is Doable

Sense of Serenity

Sense of Timelessness

Intrinsic Motivation

HOW DOES IT FEEL?

GOALS ARE CLEAR

One must be involved in an activity with a clear set of goals and progress. This adds direction and

structure to the task.

FEEDBACK IS IMMEDIATE

This helps the person negotiate any changing demands and allows them to adjust their performance to maintain the flow state.

BALANCE BETWEEN CHALLENGES AND SKILLS

One must have a good balance between the perceived challenges of the task at hand and their own perceived skills. One must have confidence

in one's ability to complete the task at hand.

Cha

lleng

eLo

wH

igh

HighLow Skills

Anxiety

Boredom

FlowChannel

Increase skills

Increase skills

Incr

ease

challenge

Incr

ease

challenge

TAKEAWAYS

MESURE IT!

VISUALIZE TO GET FEEDBACK

INCREASE CHALLENGE AND SKILLS

REFERENCEShttp://en.wikipedia.org/wiki/Negative_feedback

http://en.wikipedia.org/wiki/Step_response

http://alistair.cockburn.us/Information+radiator

http://www.infoq.com/presentations/information-radiators

http://www.jenovachen.com/flowingames/

http://interactive.usc.edu/projects/cloud/flowing/

http://en.wikipedia.org/wiki/Flow_(psychology)

http://www.ted.com/talks/mihaly_csikszentmihalyi_on_flow

http://www.uie.com/handouts/UI10/Csikszentmihalyi_Session.pdf

http://enlightentheuniverse.com/notes/how-does-it-feel-to-be-in-flow/

http://zenhabits.net/guide-to-achieving-flow-and-happiness-in-your-work/