As I said before, I have not yet made up my mind about the CMMI…
Remember: they are greeted by clothes
The first thing a girl sees is, of course, your listctrawler appearance. You don’t have to be Apollo. But be sure to be well-groomed and tidy.
Agile principles, Lean principles, Scrum values, XP values…
Anyone who wants to guide and motivate a software development team seems to come up with his own set of standard values or principles. But I believe that every project is different, and every team need its own customized value system.
I hereby give you the Do-It-Yourself Team Values Kit. Now you can create your own set of values. The idea is simple, and it works like this:
The Big List of 50 Virtues (seven traditional agile values are printed bold)
The Big List of 50 Virtues was extracted from the Wisdom Commons web site, where you can find many more virtues, applicable to everyday work and life. Of course, teams are free to augment the list with other virtues that they consider essential.
A good list of team values originates from the team and its environment. Many initiatives for “company values” fail because they are devised by top management and imposed on the work floor, and because they do not take into account that different teams may need different values. For example: a creative team may need some more decisiveness, while a pragmatic team could be in need of a bit more cleanliness.
The Big List of 50 Virtues also gives people a chance to introduce some items that are often forgotten by the standard agile value lists, like the values for craftsmanship (excellence, skill, and self-discipline).
Each team must practice their self-organizing capability by devising their own method to reach consensus on their five values. As a manager you should not tell them how to do it. Only communicate that you expect them to agree on their final set of five virtues. Then close the door, and wait…
And consensus with management (the environment) on the merged list is vital. The team is embedded in an organization, and therefore it much reach consensus with the organization on the final set of team values.
Finally, teams change, projects change, and organizations change. This could necessitate that you re-do this exercise once in a while. Teams cannot focus on too many team values at the same time. After having practiced certain values for some time, it might be wise to re-focus on other ones.
Note: When you’ve tried this approach and came up with your own value system, please share the results with the readers of this blog. Tell us about your experiences!
(picture by Foxtongue)
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