This article addresses a process where a team moved from a traditional waterfall model to using agile elements in order to deliver a product to a government agency. It talks about typical problems that come up in a transition to agile, complications from distributed teams, and the advantages and disadvantages of the process for government or nongovernment clients.
We may be creatures of habit—adhering to and promoting processes we know well—but we also habitually look to other work environments that appear capable of nurturing our ideas once an old environment becomes depleted. Ed Weller believes that searching for greener pastures is unnecessary. You just need to learn how to cultivate your managers in order to create an environment that will harbor your ideas. Ed explains why you'll end up grazing fruitlessly if you can't plant your ideas with management.
Resumes only tell a portion of a candidate's story just like caller ID doesn't always reveal the caller's complete identity. Screening candidates over the phone can help extract more of the person's story if you ask the right questions. In this column, Johanna Rothman shares phone-screening techniques she uses to detect great potential testers. This process of elimination saves her valuable time and ensures only qualified candidates make it to the in-person interview.
"Our Take" is a regular column from the editors at Software Quality Engineering. It appears in the twice-monthly StickyLetter since its inception in September 2000 (originally "STQe-Letter"). From jazz music, to car troubles, to the Lewis and Clark expedition, Robert Rose-Coutré, former StickyMinds.com Editor, will use anything to make a point about building better software. The editors at Software Quality Engineering have compiled a collection of some of these pieces. Musings from StickyLetter's "Our Take" are presented here.