1 - Find a Challenge
2 - Get the right people together as a team
3 - Free Pass on Processes
Do not let them design processes upfront for getting their work done, much rather let the process evolve.
We call this "Working with minimal process".
4 - Apply rigorous ScrumWorking agile implies being flexible, but the experts may not be familiar with agility itself. Using Scrum based on the Scrum Guide will help the team orientate quickly in the world of empiricism without making too many beginner mistakes.
Do not "customize" Scrum in any form or fashion.
We call this "Working with minimal deviation".
5 - Define a meaningful goal
6 - Discover the solution
7 - Effective Learning
Accept failure, as long as something new has been learned and action is being taken.
We call this "Minimal feedback cycles".
SummaryA "Mini Team" minimizes organizational and technical constraints in order to deliver a feasible solution to a new challenge. With this, the Mini Team becomes the forerunner to Scrum - where teams answer to challenges every day. The Mini Team can bring traction to agilize an organization - if the challenge was sufficiently significant to be convincing.
The experiences gained in the Mini Team will guide the Agile Tranisition of the organization. Therefore, the best way to proceed after the Challenge has been met is by "seeding" the members of the Mini Team into different Scrum teams and adopt the same constraints mentioned in this article there. Take advantage of a "ripple effect" and iteratively set up time-constrained "Mini Teams" in your organization to transform an entire organization to agility.
Key benefits of this approach are:
- The most significant challenges in the organization get resolved quickly.
The organization makes progress!
- Within 4 iterations, you could roll out the new way of working to over 1000 people.
This is a rapid adoption strategy!
- During the entire transformation period, the ROI will be maximized.
The adoption itself may already be a positive business case!
Key drawbacks of this approach are:
- A willingness to deal with problems is required.
This does not work when people are content to feed the "Elephant in the Room".
- Experienced coaches and Scrum Masters are required.
An initial "CSM" course will not provide adequate skill.
- The organization itself will be stirred up.
People must abandon their comfort zone to remain useful.