Meet Meera.
The Situation.
Whilst Scrum was chosen as the framework, it appears to Meera that not all of it has been implemented effectively. She is not seeing the high trust collaborative behaviours that she expected.
Meera is a busy leader with limited capacity and tools to properly diagnose the situation and come up with a way forward. She knows that she needs help to turn the situation around.
The Breakthrough.
Capability Vision
Assessments
Insights & Option Selection
Planning
The Results.
How to Get Started:
Step 1
Step 2
Step 3
Step 4
Frequently Asked Questions:
How is your approach to assessment different?
Two factors differentiate our assessments:
- Fit to context, and
- Credibility with global experts.
Fit to context
Instead of a one-size-fits all approach, our first assessment (usually done during our first call) is to decide which diagnostic is right fit for your context. We draw from a diverse range of diagnostics for the right fit. Examples of factors considered include: mix of software development and non-software work, methods and frameworks being used, degree of clarity as to the desired capabilities.
Credibility with global experts
In assembling our toolkit of diagnostics, we have looked beyond what is most popular in Australia to what is most highly regarded by leading experts internationally. Such experts are from fields such as Agile, HR/personnel management and management consulting. Whenever possible, we use diagnostics that have been designed and/or validated by experts in statistical research methods.
How long does an assessment take?
We have performed in-depth assessments across 3 teams in as little as 3 days. The timeline depends on the number of teams involved and the availability of team members and their key stakeholders including their sponsor.
How are the results presented?
We provide both:
- a written report in an easy-to-digest executive summary format at minimum, and
- an interactive discussion of the results during which we ensure that the results are being interpreted accurately and that there is appropriate consideration of next steps.
How are the results shared with the teams?
A key consideration is disclosure and how the data is used. For the best results, we recommend that value-creating teams are briefed on the results first and invited to take initiative in response to them. Also for teams to identify what they need from management to achieve the desired improvement outcomes.
This approach helps to avoid the perception that management is using the assessment to put more pressure on teams.
Can we do the assessment online?
Yes. All of our assessments can be conducted online.
For teams working face-to-face regularly, we do however recommend in-person assessment sessions when possible.
Can the assessments be used to track progress?
Yes. All of the diagnostic tools can be used for periodic reassessment to measure progress concretely. We generally recommend a cadence of 3-6 month intervals for reassessments. Some of the low-cost diagnostic instruments can even be used during team retrospectives monthly however.
If you are about to embark on a significant shift to the ways of working, an initial assessment can be used to establish a baseline from which early and ongoing progress is measured.