Quality in Code and NOT in Management Slides: Architect vs Architecture

Agile Architecture

 
 

Outline/Structure of the Talk

  1. Problem statement and context setting
  2. Looking at developers and architects from a cross-functional team structure perspective

Learning Outcome

Share the reality on how agile projects get driven today (i.e. often in a confused state of big or no upfront design)

Target Audience

Agile Practitioners/CTO/Technology Leads/Architects/Developers

Prerequisites for Attendees

  • Open mind
  • Understanding of SDLC
  • Concept of Scrum and real life end-to-end execution
schedule Submitted 8 months ago

Public Feedback


    • Liked Deepti Jain
      keyboard_arrow_down

      Deepti Jain - Learning Fast and Small for Agility with PROBES

      Deepti Jain
      Deepti Jain
      Social Scientist
      AgileVirgin
      schedule 6 months ago
      Sold Out!
      45 Mins
      Talk
      Beginner

      Agility requires experimenting continuously in order to Inspect & Adapt continuously and to Learn continuously. So, it's not just failing fast, but learning fast. In this workshop, which is based on the concept of 'Probes' from BOSSA nova, we will learn what learning fast means for every individual and the organization as a whole.

      By definition, Probes are small, safe-to-fail experiments based on hypotheses derived from reflection via per-learning on the current situation as well as on theory. This is such a great tool not just for Agility enablers but for anyone who wants to bring in change. They can design their own safe-to-fail experiments considering all aspects, and not just but also get validation from peers, users and approvers of the experiment.

      We will learn to define experiments that you can use in your company for bringing agility. This will allow you to create an environment for continuous innovations, an environment where everyone is enrolled which will further create a win-win for everyone.

    • Liked Anand Pandey
      keyboard_arrow_down

      Anand Pandey - Enhancing employee engagement with design thinking

      Anand Pandey
      Anand Pandey
      Senior Manager
      WTW
      schedule 6 months ago
      Sold Out!
      45 Mins
      Talk
      Intermediate

      “What does a great employee experience look like from end to end?”

      The customer experience is about the customer's perception of everything that happens when he or she interacts with our service.

      The bitter reality is that most organizations are just focused on customer experience, ignoring their employees who should be at the center of this. This creates a disengaged employee base within an organization.

      Similar to the customer experience, the employee experience is the employee’s perception of everything that happens when he or she interacts with our company. Seeing the world through the eyes of our employees is a first prerequisite to improving or designing a great employee experience - and creating a higher level of employee engagement.

      Done well, design thinking for employee experience will promote a virtuous cycle, generating higher levels of employee satisfaction, greater engagement, and higher productivity for the company. And generating the higher level of employee engagement is a critical aspect of agile leadership.

      Are you, as an agile leader, providing your employees with the most engaging experience to actively participate and improve how the entire organization moves toward agility?

      P.S.: A study by employee engagement measurement platform CultureAmp shows a strong correlation between employee engagement scores and Glassdoor ratings (CultureAmp, 2019). If we compare the Glassdoor ratings of mature agile organizations to overall Glassdoor ratings, we see statistically significant and measurably increased ratings.

    • Liked Venkatesh Rajamani
      keyboard_arrow_down

      Venkatesh Rajamani - The Next-Generation Leadership

      90 Mins
      Workshop
      Intermediate

      What is leadership Agility?

      This workshop will introduce a promising framework for leaders to increase Self-awareness in them and help them connect the "Why" and "How" part. Over the years,

      I have learned that the future is already here and that your organization’s survival is based on several critical factors—including its ability to be agile — one of the essential drivers to achieve this through leadership agility.

      Learning objective:

      -Introduce four areas that a Leader should all focus on.

      -Use Ken Wilber’s integral model as an anchor point.

      -Use “I\Its” quadrants

      -Relate I/its Quadrant as the Future Focus of Leadership

      - Increase self-awareness on what quadrant we are residing.

      Discussion:

      -Agile Leaders need to keep the balance to focus on all four areas

      -Too much focus on the right two quadrants (and none on the left) leads to disengagement and mechanical agile implementations

      -Too much emphasis on the left two-quadrant (and none on the right) leads to a lack of results and ambiguity

      What's Unique?

      I would extend this Wilber Model with a few practices that would help leaders to move from Impasse to Insights

      This workshop is 100% activity-oriented and will enhance awareness level in Leaders.

      A powerful tool help leaders to balance "I" vs "We" quadrant. Connect the "Vision" and "People" in an Enterprise.

    • Liked Ahmed Zafor Sadeq Bhuiyan
      keyboard_arrow_down

      Ahmed Zafor Sadeq Bhuiyan - Failure to success: Following an Agile way for an IT infrastructure project

      30 Mins
      Experience Report
      Beginner

      A common understanding about different Agile methodology is that those are implacable only in software project. But I want to share my experience, how a failed IT infrastructure project became a successful one after following Agile way where internal & external stakeholders and team members are not aware of Agile properly.

    • Liked Ashish Kumar
      keyboard_arrow_down

      Ashish Kumar - Shifting Gears for better quality or faster delivery - Shift Left or Shift Right!

      Ashish Kumar
      Ashish Kumar
      Agile & Lean Coach
      Siemens
      schedule 6 months ago
      Sold Out!
      45 Mins
      Talk
      Advanced

      In an Agile world,we are being asked to move faster—reducing the length of time to delivery while still continuing to improve the quality. At the same time, we are faced with increased pressure to reduce testing costs. The main aim of Shifting left is ‘Early Defect Detection to Defect Prevention’.

      Bugs are cheaper when caught young. Being a testing professional during start of my career where i have seen the agile transformation from ground zero. I have experienced all what a tester can face usually in start of a agile way of working.

      Most difficult phase is shift from defect identification or detection mode towards a more collaborative approach of defect prevention.

      Why a tester was no more quality police and he/she is not the sole responsible person for quality but it was whole team. Development teams need to focus on quality from the beginning, instead of waiting for errors & bugs to be discovered late in the game.

      These learning and many more in my early career helped me when I started coaching agile teams for delivering better quality product. In recent time where I am leading a transformation , one of the major ask was to break the boundaries and silos between development and system testing teams. This topic is close to my heart because i have practiced , performed and tried to perfect time and again.

      I want to share How “Shift-Left” Testing Can Help Your Product Quality? What it means to testing community, with vastly different skill sets, are getting involved in the testing process. More specifically, it means that development teams are being incorporated into the testing cycle earlier than ever before.

    • 45 Mins
      Talk
      Intermediate

      We all know that #Facilitation is a key buzz word. A difference in understanding facilitation begins with an awareness of the difference between facilitating and leading. It has been said that leadership is something you do to a group, while facilitation is something you do with a group.

      Facilitator assist group[s] as they work together toward achieving group goals, and in most instances do not interject their own personal opinions or agenda. By expressing their opinions to the group, facilitators risk discouraging others with differing opinions from speaking.

      They remain alert to group dynamics and encourage challenging reflection while maintaining respect and safety within the group. Although facilitators may help guide a discussion, they also recognize and foster the groups' own ability to lead itself. Thus unlike authoritative leaders, good facilitators relinquish control to the group and promote open, democratic dialogue among group members.

    • Liked Sanjay Saini
      keyboard_arrow_down

      Sanjay Saini - Corruption in Software Profession

      Sanjay Saini
      Sanjay Saini
      Trainer
      Scrum.org
      schedule 6 months ago
      Sold Out!
      45 Mins
      Talk
      Intermediate

      Do you remember the famous dialog from the movie Spiderman – “With great powers comes great responsibility”? Today’s world is driven by Software and as a Software Professional we have great powers and so have a great responsibility towards this world and the human kind. We can use our powers to make this world a better place to live or can destroy it with our bad practices.

      The talk is about Ethics and Professionalism. As an ethical professional, its our responsibility to make sure that the work done by us and the practices being followed by us are benefiting the society.

      The Wikipedia definition of Corruption is a form of dishonesty or criminal offense undertaken by a person or organization entrusted with a position of authority, to acquire illicit benefit or abuse power for one's private gain.

      Knowingly or unknowingly, software profession is being infected with corruption resulting in bad behavior, bad practices and bad products. The talk will be covering some case studies and asking every Software Professional, are we doing the right thing for the society?

      We have to do an introspection and ask ourselves –

      1. Are we abusing the power to our's or organization’s gain?
      2. Are we dishonest towards our profession?
      3. Are we getting involved into a criminal activity without being aware of it?
    • Liked Anand Pandey
      keyboard_arrow_down

      Anand Pandey - Individual's journey in an organizational transformation

      Anand Pandey
      Anand Pandey
      Senior Manager
      WTW
      schedule 6 months ago
      Sold Out!
      90 Mins
      Workshop
      Intermediate

      Any change fails predominantly because of 2 reasons – because it tries to change the way WE work; and because it tries to change the way I work.

      WE denote an organization – with all its culture and structures. And if any change interferes with the organization’s existing belief system itself, it treats that new change as a virus – as a threat to its existence and way of living – and kills it. Much like a bad organ transplant.

      But, there is also an equally, if not more, important “I” part… “How I work”. This is purely an individual decision. And these individuals, who are the most complex system within an organization. How people will respond to change is difficult to predict. It’s all about understanding the perspective of the people affected by the change.

      We need to transform how our brain thinks in order to transform how our organization works.

    • Liked Angsuman Chaudhuri
      keyboard_arrow_down

      Angsuman Chaudhuri - Agility X.0

      Angsuman Chaudhuri
      Angsuman Chaudhuri
      Delivery Lead
      Accenture
      schedule 8 months ago
      Sold Out!
      45 Mins
      Talk
      Intermediate

      Change is the only constant in the world. That's an universal truth. But today businesses are facing tremendous competition and disruption in terms of both business and technology. The need of the hour for them to survive is to constant adaption and innovation. As per the PMI President and CEO Mark Langley, "the most important factor influencing project success rates is an organization's agility level. ...greater the agility, the better the outcomes: financial results, customer satisfaction, project metrics, strategy implementation, and benefit realization".

      Agility X.0 – a thought to lookback the progression and the would be state that can happen in coming days, where we are heading to. We started the journey from a product development concept and borrowing the name from a game called Rugby, created multiple frameworks and then a Methodology to bring all of them under a single umbrella.

      Industry has progressed to Industry 4.0, Management has progressed to Management 3.0, but where does Agile is? Is it Agile 1.0 or Agile 2.0 or somewhere else?

      If we think about team level Agile – we may call that Agile 1.0, then the major second wave was Scaling Agile – we may mark that Agile 2.0 and then the current wave of Business or Enterprise Agility can be considered as Agile 3.0. or are we missing something?

      As an Agile process to adapt to the business demand, in the evolution we added the newer concepts like, Kanban Lean startup, Lean change management, etc. bring the best practices from other industries to bring greater perspective to the Agility to the entire Business.

      In my talk I’ll try to highlight most of the major changes or shifts in Agile happened in last about 20 years and will try to bring a different perspective on the progression happened. In the current scenario sometime it might be confusing with so many branches or variations – Business Agility, Enterprise Agility, Emotional Agility, Leadership Agility, HR Agility or Agile HR, etc. etc. – which one is more relevant than other or one is complementing to another. I’ll try to find out if there is any pattern exists on the evolution of the practice or process.

      In my talk, I'll take you thru how the most of the key drivers of agile leadership are influencing the progression towards the newer forms or shapes of the Agility keeping the actual DNA of Agility as is. e.g. how the Agile Leaders are creating the sense of urgency to adapt with changing environment and then creating engagement across the organization. Providing Direction to align People and other resources and bringing the culture of Innovation across the Organization.

    • Liked Ramanathan Yegyanarayanan
      keyboard_arrow_down

      Ramanathan Yegyanarayanan - THE 5 LANGUAGES OF APPRECIATION IN THE WORKPLACE

      45 Mins
      Talk
      Intermediate

      Let us all understand the 5 love languages which will help us to better collaborate at scale. Have you ever heard about the 5 love languages Words of Affirmation, Acts of Service, Receiving Gifts, Quality Time, and Physical Touch. Want to know more about this come on Let’s discuss in detail!

      Did you ever understand the which is the prime of 5 languages of others so that your actions can be in alignment to their languages which will bring a better collaboration at scale. which will be of great help in your coaching conversations.

      we will be discussing how at work, people express and receive appreciation in different ways. If you try to express appreciation in ways that aren’t meaningful to your co-workers, they may not feel valued at all. This is because you and your co-workers are speaking different languages. These insights are from The 5 Languages of Appreciation in the Workplace, by Dr. Chapman and Dr. White which will help you identify the five languages of appreciation in order to: 1.Express genuine appreciation to co-workers and staff — even on a tight budget. 2. Increase loyalty with the employees and volunteers in your organization. 3. Reduce cynicism and create a more positive work environment. 4. Improve your ability to show appreciation for difficult colleagues. 5. Convey the language of physical touch in appropriate ways.

      Based on the #1 New York Times bestseller, The 5 Love Languages, Dr. Chapman and Dr. White which gives you practical steps to make any workplace environment more encouraging and productive, This talk will be an enlightened one for sure for the target audience.

    • Liked Angsuman Chaudhuri
      keyboard_arrow_down

      Angsuman Chaudhuri - Business Agility – Is it another form of Scaling Agility?

      Angsuman Chaudhuri
      Angsuman Chaudhuri
      Delivery Lead
      Accenture
      schedule 7 months ago
      Sold Out!
      45 Mins
      Talk
      Intermediate

      In this VUCA world where change is the only constant, Business Agility has become a buzzword across the organizations.

      In my talk, I’ll try to put across different types of Scaling methodology and will try to bring some consensus if Business Agility can be one of the forms of the Scaling Agility or it's a different game altogether.

      We have started our Agile journey from team, then took it to the multiple teams. From there we have taken the same to multiple distributed teams. Moving forward we aligned the Agile methodology to different departments. The time is to connecting the islands of agility across the organization to achieve the high performance, lean business, make the business ideals of pro-activity and dynamism.

      But to do that have we just linearly scaled the Agility to the organizational level to the entire business level? Or it’s a non-linear scaling of Agility? Have we horizontally scaled the it or it’s just a vertical scaling?

      Is it not at all a scaled version of team level agility, rather something else? Let’s explore.

    • Liked Pushkar Pushp
      keyboard_arrow_down

      Pushkar Pushp - Nurturing Agility Within Innovation

      Pushkar Pushp
      Pushkar Pushp
      Sr. Manager
      Aurigo
      schedule 7 months ago
      Sold Out!
      30 Mins
      Experience Report
      Intermediate
      1. Setting The Context
      2. Innovation Team Structure & Execution Dynamics within a Complex and Demanding Environment
      3. Organisational Expectations & Bias
      4. What’s the reality?
      5. Ideas generation using LS
      6. Transformation Approach / Possible Solution
      7. Retrospective – Emotional Seismograph