In the artcile about A Creative Framework Cocktail, I wrote about a mixture of several frameworks. But each barteder will tell you, that a cocktail needs preparation. This is also the case when one wants or needs to enhance the infrastructures, the working flow and the cultire in the team(s) and, first of all, the company. In this article I will show how that can be done.
Please don't regard this as something, that's written in stone! I alsways say, that each company, each team and even each project is an individual with very specific features. Copy and paste rules is not being agile, but being devoted to strict rules. This also goes for Scrum. IMHO, the Scrum Guide is not up to date anymore. The latest version was published in 2020. Man! That is FOUR years ago!
We all know, how much the world has changed and this also goes for new Frameworks and introducing AI in our agile domain. I'm a bad Scrum Master! I regards Scrum as an tailored suit (I love to wear a smart tailored suit. They are stylish and cool) and I adjust it to the needs of the people and the structures in the company. Scrum is not an "one fits all" solution. Now let me show you this proposition 🙂
Define Objectives: Clarify why you are undertaking this transformation. Objectives might include improving time-to-market, enhancing customer satisfaction, or increasing team productivity.
Set OKRs at the Organizational Level: Establish high-level Objectives and Key Results (OKRs) to align the transformation with strategic goals.
Evaluate Current Practices: Review existing processes, tools, and methodologies in use (e.g., current use of Scrum or other agile practices).
Identify Gaps and Opportunities: Determine where DA can enhance or complement existing practices.
Engage Leadership: Obtain commitment from senior management to support the transformation.
Communicate Vision: Clearly articulate the vision and expected benefits to all stakeholders and all other people whho are involved in any way.
Assemble a Cross-Functional Team: Include representatives from different departments (e.g., development, operations, HR, finance).
Assign Roles: Identify key roles such as Transformation Lead, Coaches, and Change Agents (make sure, that they act as promoters).
Tailor the Approach: Use DA's Context Counts principle to customize your strategy based on your organization's specific needs.
Define Scope and Phases: Decide whether to pilot in a specific department or roll out organization-wide.
Set OKRs for the Transformation Team: Establish Objectives and Key Results to measure the success of the transformation efforts.
Select Practices and Frameworks: Decide how DA and Scrum will be integrated. For example, continue using Scrum at the team level while adopting DA practices for scaling and lifecycle management.
Incorporate OKRs into Processes: Embed OKRs into planning cycles, aligning them with sprint goals and backlog prioritization.
Select Teams for Initial Rollout: Identify teams that are open to change (early adoptes) and can serve as examples for the rest of the organization.
Provide Training on DA, Scrum, and OKRs: Ensure that team members understand the frameworks and how they will be integrated.
Develop Skills: Offer workshops on agile practices, DA principles, and effective use of OKRs.
Begin Sprints with Integrated Practices: Start running sprints that incorporate DA guidance alongside Scrum ceremonies.
Set Team-Level OKRs: Align team objectives with organizational OKRs.
Provide Ongoing Coaching: Agile coaches or team leads should support teams in adopting new practices.
Facilitate Communication: Encourage open dialogue about challenges and successes.
Assess Performance Against OKRs: Evaluate how well the pilot teams met their objectives.
Collect Feedback: Gather insights from team members, stakeholders, and customers.
Analyze Challenges: Determine what obstacles were encountered and how they can be addressed.
Refine Practices: Adjust the WoW based on lessons learned, embodying the DA principle of Continuous Improvement.
Develop a Scaling Strategy: Decide how to roll out the practices to additional teams or departments.
Adjust for Context: Recognize that different teams may require different approaches, in line with DA's Context Counts.
Train New Teams: Provide education on DA, Scrum, and OKRs to additional teams.
Build Internal Capability: Develop internal coaches and champions to sustain the transformation.
Cascade OKRs: Ensure that all teams have OKRs that align with organizational objectives,
Promote Transparency: Make OKRs visible to enhance alignment and collaboration. Communication to make things transparent, which will resullt in a better understanding, the feeling that the colleagues are trusted and esteemed and this will enhance motivation.
Regular Retrospectives: Conduct retrospectives at the team and organizational levels to identify improvement opportunities.
Measure and Adjust OKRs: Review progress toward OKRs regularly and adjust as needed.
Foster Collaboration: Encourage cross-team communication and knowledge sharing.
Align with Enterprise Goals: Ensure that team efforts support broader strategic objectives.
Embrace the DA Mindset: Reinforce principles such as Customer Delight, Be Awesome, and Optimize Flow.
Recognize and Reward: Acknowledge teams and individuals who contribute to the transformation's success.
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Standardize Where Appropriate: Incorporate effective practices into standard operating procedures.
Maintain Flexibility: Allow teams to adapt practices as needed, supporting DA's emphasis on context.
Track Key Metrics: Use OKRs and other metrics to assess long-term performance improvements.
Sustain Leadership Support: Keep executives engaged through regular updates and involvement.
Communication Plan: Develop a communication strategy to keep all stakeholders informed.
Address Resistance: Identify potential resistance and have strategies to address concerns.
Select Supporting Tools: Choose tools that facilitate agile practices, collaboration, and OKR tracking.
Ensure Integration: Ensure that tools are integrated to provide seamless workflows.
Promote Psychological Safety: Create an environment where team members feel safe to share ideas and take risks.
Encourage Diversity and Inclusion: Embrace diverse perspectives to enhance innovation.