I have recently moved to a management position. The people I now manage are guys who have become my friends during my time at work. What I am trying to figure out is how do I maintain my workplace friendships and still get my job done as their manager?
I have to remind myself that our interactions at the office are not personal. Work is work and we can be friends after hours. During the work day I need to stay professional and deal with the work related issues required of me. I want to remain part of my team’s social group but also have to earn and maintain the respect I need to be an effective leader.
Another distinction to try make is, as a friend, I want to help them with tasks to make it easier or support them. But as their manager, I need to let go and allow them to complete it themselves. It is not possible to manage someone else’s feelings, instead I need to focus on doing the best job I can and make my team feel like they have a supportive leader who empowers them to do a great job.
I want to make a positive contribution to the team so I shall aim to make the transition to manager as smooth as possible. I realise I won’t be able to please everybody, even though it’s in my nature to do this. I will either kill myself trying or find a way to turn my attention to concentrating on managing the majority effectively.
Working in an agile agency, one of the phrases I hear is “we need to work smart not hard”.
Working hard means putting in tons of hours to achieve your goals. Working smart is achieving your goals in the most efficient and profitable way. I want to highlight a path to help us work smarter so we can achieve our goals in less time, with more efficiency, exceed expectations and allows us to find more time to take on other and hopefully more exciting projects.
Why to do this
It is possible to work hard without recognition or achieving success. Sure, we may be up to date with all our emails, but are we any closer to actually achieving our goals? When we’re working hard it is also likely that other area’s of our lives gets neglected. Long hours could mean that we compromise on time with friends or family, keeps us away from exercising or focusing on healthy eating habits. We may feel we are doing ok now, but down the line it may affect our health and well being, and we may regret not finding a balance sooner. Never mind the risk of increased stress, burn-out, depression and general dissatisfaction with work.
How to do it
Top of the list.
Take care of the most important things first. With agile it is essential to have a prioritized list of tasks so you know what items hold the most business value. If you tackle the more important work first you will be able to provide completed work that holds high value to your team and organization. We have found huge value in spending 15 minutes at the start of each day to write up a task list for the day ahead so you know exactly what work needs to get done.
Close down email, turn off your phone and put up your “Do Not Disturb” sign. Give yourself the opportunity to focus on delivering a single task with minimum disruptions. Set up 1 hour sessions (preferably early in the day) when you are fresh and motivated to get through the task.
Use your team.
People like to be able to say they did something themselves, but actually we need to recognise that we can have better results if we work as a team. Allow people to contribute to a project and the outcomes are destined to be better. If we can mix the best of all our strengths and expertise we will produce a better quality product. Our teams are structured so if you need support you can lean on others or assign other work so you can focus on specific items.
Bring your A game.
Look after yourself by making sure you are getting enough rest and your nutrition is good. This is important to help you perform at your best. Being creative, concentration and ability to deliver on work is all dependent on having a healthy balance between work and play.
Take time out to make sure you are working towards the right goals and doing it the right way. Inspect your process and evaluate it’s success. Find out what is working, what you can do better and strive to improve your methods. Learn from each other and then share your experience with the team so others can benefit from your insights.
We recently had a photographer filming in and around our office. The last few weeks have felt like being inside the ‘Big Brother House”! It went from personal interviews with scripted questions almost simulating a diary room session, to the camera man randomly filming you going about your daily duties. This must be what I feels like to be on an episode of “Reality TV”. Kind of.
But what I noticed from this excitement, and really what this post is about, is how confident and social people dislike seeing themselves on screen. I am generally quite shy, therefore I was surprised that even these types of characters, who come across as self-assured, even shy away from recorded viewings of themselves. It made us all highly uncomfortable to see or hear ourselves on TV.
Discomfort comes for 2 reasons:
My inside voice is different to my outside voice
When we speak we receive the sound from the air around us, as well as vibrations conducted via the bones and tissues in our head. Recordings only capture the air-conducted sounds and that is why our perception of how we sound is skewed. It is quite jarring to hear my voice and realise that every time I speak people hear something different to what I do.
The way I see myself is different to how others see me, and I am reminded of this when I watch myself on TV. We all have expectations of how we carry ourselves, our body language, our facial expressions etc, and when we are watching ourselves back on screen we are (often unwillingly) forced to accept that our impressions of ourselves is not always aligned with the image we have in our heads.
As social beings, we act as if we don’t really care what others think, and generally in most cases we aren’t too concerned with other peoples opinions, but essentially we are creatures that want and need to fit into our social universe. Humans are naturally drawn to making connections and sensing how others perceive us, allowing us to authentically connect and reap the satisfaction of these connections. Psychologically, if the idea I have of “me” is not how I come across, this is bound to place stress on my mental state. A fun experiment would be, to be a fly on the wall so I can get out of my head and truly see how people see me without my own voice (and insecurities) influencing my reality.
My team and I were recently made aware of the importance of aligning goals at the start of any project. Meeting our client’s expectations was essential to our success, unfortunately the vested parties were not always on the same page, which made steering the proverbial boat that much harder.
Communication and collaboration are such important elements. It contributes toward the team meeting all the relevant needs and achieving the desired end product.
While we managed to complete the project successfully, allow me to share a few core learnings in order for you to avoid ending up in a similar situation.
1. “On your marks, get set…”
It is essential that all teams are involved from the scoping phase of the project, else you run the risk of failing. If your client or the key stakeholders don’t provide input from the beginning, it will cause avoidable delays and most likely inflate the budget. Two things that are dear to any client; time and money.
It’s extremely valuable to have the entire team in the room when a new project is being briefed. Every person who has a vested interest in the outcome has to have a chance to provide input from the start.
This is a huge challenge because you will often hear, “I can’t make this meeting, so get things started and you can brief me in later”. Don’t let anyone do this to you! Find a time that suits everyone and ensure that they participate.
If a key piece of information is not relayed in the early stages it can cost the project ten times more work, cash or pain if picked up later.
2. Spend as much time as necessary making changes early.
Rather spend some extra hours early in a project to ensure that all your bases are covered. Consider the <a href =”http://www.agilemodeling.com/essays/costOfChange.htm” tilte=”cost of change curve”>cost of change curve</a> that is relevant when it comes to Agile development. It highlights that you need to make changes to a project early, while it’s still cheap to do so. The further you get into the project, the higher the cost to change your path.
3. Lot’s of talking
Frequent feedback loops are very important. Constant communication about progress, project tracking and obstacles, new developments etc. needs to be handled on a daily or weekly basis. This also relates back to ensuring that everything that has been finalised align with the overall objectives of the project.
4. Be honest
Recognise shortcomings or limitations. If you can identify any elements that will interfere or limit the ability to get the project done, then you need to address these immediately. Whatever the cause of concern may be, you will need to have the strength to confront these impediments and resolve them before they cost you productivity or delivery.
In summary, take time early on to align everyone’s goals, keep these as your compass throughout and always ask yourself if what you are doing meets the goals, make sure the team is being honest and, communicate often. If you can get this mix right, then your project is on the right track!
On our path to get the most return from our efforts at becoming Agile, I am becoming more and more aware of how daily improvements to our process are contributing to the overall success of Agile in our company.
Each organisation is unique, and importantly each team has it’s own objectives. Finding the right way for you is going to be key to making Agile work for you. Below are some of the concepts I have been trying to wrap my head around with our development team… (and if you have ideas, solutions or opinions, share them!)
Agile and Scrum aren’t friends
The essence of Agile is to be flexible and adapt to changing environments. Scrum methodology teaches us to protect the team within time-boxed iterations (Sprints) What I’ve learnt in trying to tackle unplanned work without interrupting the Sprint, is that Scrum can’t help.
We have moved towards using elements of Kanban with our Scrum, whereby instead of blocking new work from being scheduled we now limit work in progress. There is provision on our planning board for unexpected projects and the team is able to accommodate these requests without stopping other projects. If no new requests come in, there is no idle time as each team member pulls tasks from other areas of the board to keep a continuous flow of work.
Roll over of tasks and points
Our team has started estimating effort points and this is awesome for me to get an idea of the scope of work required on a task. Trouble is, our projects tend to stay active for time periods longer than our Sprint. Therefore, I am struggling to measure the team’s velocity with Burn Down Charts (even trying Burn Up Charts) because a minimal amount of tasks move to “Done” within the Sprint.
We need to assess if we are pulling in too much work, are our projects too large, inadequately specified, or are our Sprints too short? There is visible completion of work (and a Shippable Product) at the end of each Sprint and actual effort points are recorded, only we have a roll over of ‘un-done’ which enters the next Sprint.
As Scrum Master, if I can work through these questions with the team and really clear the Sprint backlog for each Sprint, then we can even look at moving towards Release Planning!
Product Owners telling Stories
The most successful technique we implemented to get our Product Owners (PO) to increase their involvement with our Agile process was to encourage a ticket writing system. We showed PO’s a preferred format for writing a User Story and we now set up briefing meetings for new projects to work out the ins and outs together. This has helped team members better understand a project from a development perspective (got them wearing different hats) and it has helped the team with testing as we have a defined set of outcomes and expectations.
The continuous learning and real-life experience is benefiting the team and every day there is something that works and something that doesn’t. We get better as we progress and failing means that we know how to do something better the next time.
So “Hello World” is the title of the first post WordPress has given me, I in no way expect anything close to ‘the world’ reading this blog.
I also will not write an introductory post outlining my goals and ambitions for this blog. I don’t know yet, and you will probably find out when I do.
Enjoy, or don’t. Either way please share your sentiment with me.