This week, I’m attending a few days of training in agile software development, in an Innovel course titled Lean, Agile and Scrum for Project Managers and IT Leadership.
My first exposure to agile was in Desiree Sy‘s 2005 presentation, Strategy and Tactics for Agile Design: A design case study, to the Usability Professionals Association (UPA) annual conference in Montreal, Canada. It was a popular presentation then, and UPA-conference attendees continue to be interested in agile methods now. This year, at the UPA conference in Portland, USA, a roomful of usability analysts and user-experience practitioners discussed the challenges that agile methods present to their practice. One of the panellists told the room: “Agile is a response to the classic development problem: delivering the wrong product, too late.” There was lots of uncomfortable laugher at this. Then came the second, thought-provoking sentence: “Agile shines a light on the rest of us, since we are now on the critical path.” Wow! So it’s no longer developers, but designers, usability analysts, etc, who are holding up the schedule?
During this week’s training, I’m learning lots while looking for one thing in particular: how to ensure agile methods accommodate non-developer activities, from market-facing product management activities, to generative product design, to early prototype testing, to usability testing, and so on.
I’m starting to suspect that when agile methods “don’t work” for non-developers, it’s because the process is wagging the dog (or that its “rules” are being applied dogmatically). I think I’m hearing that agile isn’t a set of fixed rules—so not a religion—but a sensible and flexible method that team members can adapt to their specific project and product.
The process of trying to become a more “transparent” organization, so they can use social media tools, pushes many organizations—companies, nonprofits, trade associations—into change, especially if they have had a very bureaucratic and non-transparent culture before. That can mean many levels of changes, which usually bring up issues between executives or managers and their teams, and it can affect relationships between staff or team members. Individuals often need to be coached to adapt to the new practices or even to drive them more effectively. Some leadership and teamwork issues come up, too.