People have different cultural backgrounds, habits, beliefs, interests, capabilities, knowledge, skills, and temperaments. When put together on a team, they can’t always be governed by a rulebook to become self-organized. The dynamics among them have to be understood to recognize the anti-patterns first. Here are six anti-patterns that must be avoided and remediated to help teams move toward self-organization.
People at Ben Kopel's organization were interested in improving their code health. It was something the engineers had control over and leadership didn't need to be involved, so code health was a great candidate for a self-organized initiative. Ben details the meeting they held, their discussions and plans, and how an agile team empowered themselves to improve.
Matthias Bohlen shares with us the importance of self organization. As a manager, you must set time or organizational boundaries that serve a purpose and let team members do what they think is appropriate and necessary within those boundaries.
Len Whitmore explores how the growth of agile changes the roles, responsibilities, and titles of mid-managers more so than any other management group, because agile practices require more leadership and less of what is considered traditional management techniques.
Gene Gotimer, principal consultant at Coveros, chats with TechWell community manager Owen Gotimer about the Agile Manifesto principle of self-organizing teams: "The best architectures, requirements, and designs emerge from self-organizing teams." Continue the conversation with Gene and Owen on the TechWell Hub!