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Invert Time Management; Schedule Energy

One can not manage Time. Why we talk like this is possible, might just lead to a billion dollar self help industry. Or we could invert the way we talk and think…

Scheduling Your Energy, Not Your Time By Scott Adams

Yes that Scott Adams!

In that short article Scott give you his secret to success - it's basically free.  Now you could go out and buy a book like one of these to get other advice about your time usage.  Or - you could start by taking his (free) advice ... the decision is yours; but it's past time to make it.


The Time Of Your Life | RPM Life Management System $395 by Tony Robbins
100 Time Savers (2016 Edition) [obviously time sensitive information]
Tell Your Time: How to Manage Your Schedule So You Can Live Free by Amy Lynn Andrews


See Also:
I'm Dysfunctional, You're Dysfunctional by Wendy Kaminer. 
   "The book is a strong critique of the self-help movement, and focuses criticism on other books on the subject matter, including topics of codependency and twelve-step programs. The author addresses the social implications of a society engaged in these types of solutions to their problems, and argues that they foster passivity, social isolation, and attitudes contrary to democracy."


The Hummingbird Effect: How Galileo Invented Timekeeping and Forever Changed Modern Life by Maria Popova.  How the invisible hand of the clock powered the Industrial Revolution and sparked the Information Age.
"While we appreciate it in the abstract, few of us pause to grasp the miracles of modern life, from artificial light to air conditioning, as Steven Johnson puts it in the excellent How We Got to Now: Six Innovations That Made the Modern World (public library), “how amazing it is that we drink water from a tap and never once worry about dying forty-eight hours later from cholera.” Understanding how these everyday marvels first came to be, then came to be taken for granted, not only allows us to see our familiar world with new eyes — something we are wired not to do — but also lets us appreciate the remarkable creative lineage behind even the most mundane of technologies underpinning modern life."
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David's notes on "Drive"

- "The Surprising Truth about what Motivates Us" by Dan Pink.

Amazon book order
What I notice first and really like is the subtle implication in the shadow of the "i" in Drive is a person taking one step in a running motion.  This brings to mind the old saying - "there is no I in TEAM".  There is however a ME in TEAM, and there is an I in DRIVE.  And when one talks about motivating a team or an individual - it all starts with - what's in it for me.

Introduction

Pink starts with an early experiment with monkeys on problem solving.  Seems the monkeys were much better problem solver's than the scientist thought they should be.  This 1949 experiment is explained as the early understanding of motivation.  At the time there were two main drivers of motivation:  biological & external influences.  Harry F. Harlow defines the third drive in a novel theory:  "The performance of the task provided intrinsic reward" (p 3).  This is Dan Pink's M…

What is your Engagement Model?

What must an Agile Transformation initiative have to be reasonably assured of success?

We "change agents" or Agilist, or Organizational Development peeps, or Trouble Makers, or Agile Coaches have been at this for nearly two decades now... one would think we have some idea of the prerequisites for one of these Transformations to actually occur.  Wonder if eight Agile Coaches in a group could come up with ONE list of necessary and sufficient conditions - an interesting experiment.  Will that list contain an "engagement model"?  I venture to assert that it will not.  When asked very few Agile Coaches, thought leaders, and change agents mention much about employee engagement in their plans, models, and "frameworks".  Stop and ask yourselves ... why?

Now good Organizational Development peeps know this is crucial, so I purposely omitted them from that list to query.

One, central very important aspect of your Agile Transformation will be your Engagement model.  

Exercise:: Definition of Ready & Done

Assuming you are on a Scrum/Agile software development team, then one of the first 'working agreements' you have created with your team is a 'Definition of Done' - right?



Oh - you don't have a definition of what aspects a user story that is done will exhibit. Well then, you need to create a list of attributes of a done story. One way to do this would be to Google 'definition of done' ... here let me do that for you: http://tinyurl.com/3br9o6n. Then you could just use someone else's definition - there DONE!

But that would be cheating -- right? It is not the artifact - the list of done criteria, that is important for your team - it is the act of doing it for themselves, it is that shared understanding of having a debate over some of the gray areas that create a true working agreement. If some of the team believes that a story being done means that there can be no bugs found in the code - but some believe that there can be some minor issues - well, …

Refactoring - examples from the book

Martin Fowler's book Refactoring:  Improving the Design of Existing Code has a simple example of a movie rental domain model, which he refactors from a less than ideal object-oriented design to a more robust OO design. Included in this Refactoring_FirstExample.zip Zip file are the Java source code files of the Movie, Rental, and Customer classes. Along with a JUnit CustomerTest class. Using these example source files you too can follow along with the refactoring that Fowler presents in the first few chapters of his book.


Metrics for a Scrum Team (examples)

What metrics do you collect to analyze your scrum team?

We live in a world of data and information.  Some people have a mindset that numbers will diagnose all problems – “just show me the data.”  Therefore many directors and senior managers wish to see some list of metrics that should indicate the productivity and efficiency of the Scrum team.  I personally believe this is something that can be felt, that human intuition is much better in this decision realm than the data that can be collected.  However, one would have to actually spend time and carefully observe the team in action to get this powerful connection to the energy in a high-performing team space.  Few leaders are willing to take this time, they delegate this information synthesis task to managers via the typical report/dashboard request.  Therefore we are asked to collect data, to condense this data into information, all while ignoring the intangible obvious signals (read Honest Signals by Sandy Pentland of MIT).
What if …