Celebration Grid

My Best Diagram Ever: the Celebration Grid

At the Spark the Change conference in London, someone tweeted, “This one slide was worth the ticket price!” which was then retweeted more than 30 times. I got similar great comments from people in my workshops. And yes, I agree.  watch a streetcar named desire essay go here go to link go site essay on social help thesis statement mla best reflective essay proofreading website for mba http://www.danhostel.org/papers/apa-response-paper/11/ viagra ambler https://harvestinghappiness.com/drug/benefits-of-mixing-cocaine-and-viagra/66/ laws on selling viagra viagra erowid proposal example for research paper 5th grade homework help online purchasing viagra in usa california all teenagers should help with household chores essay what is a rhetorical essay help title essay free writing prompts for middle school https://www.medimobile.com/erectile/viagra-franklin/92/ text messaging essay http://www.cresthavenacademy.org/chapter/free-research-paper-sample/26/ write my paper is reliable viagra cinco bayou buy viagra online paypal in australia ghostwriting service cialis whites landing follow site technical writing services creative writing eastern michigan university research papers you are what you wear My celebration grid might be the best model I ever created. It is based on the last book by Donald Reinertsen, but one picture can be more powerful than a thousand words.

To me, the model explains many things:

  • You learn most from running experiments, and only little from mistakes and good practices.
  • “Celebrate failure” is nonsense, because you shouldn’t celebrate failure that comes from mistakes (the red part).
  • What you should celebrate is learning, and repeating good practices (the green parts).
  • Pay-for-performance tends to drive people away from experiments, toward the safe practices on the right, with little learning as a result.
  • Hierarchies are good at exploiting opportunities, and endlessly repeating the same practices; but they learn very little.
  • Networks are good at exploring new opportunities, and failing half of the time, but they’re not good at efficiently repeating practices.
  • Training is teaching people about good practices. Mentoring is about growing and learning.
  • Don’t celebrate all successes, because they might be a result of mistakes. Celebrate good behaviors (experiments and good practices).

You can download the full celebration grid here. You can also find it in my new book, which is available for free. Several agile coaches have already told me the visualization is a GREAT tool for retrospectives.

What does the model explain for you?


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