Chris Pitts@jasongorman Since the corporate systems and culture are focussed on the myth of individual productivity, my guess is “lots” 💷🔥 🤷♂️
#failureship
“Individualisation of systemic issues” is a phrase that stuck with me from a recent conference. Blaming the employee for poor performance caused by the overall system(s).
And oh boy! Some companies have it by the bucketload 🙄 #failureship
@sleepyfox @jasongorman Agile and XP went some way to redressing the balance, butit it seems “The Management” is applying their power to slap down the practices that show that they have things wrong. “Work harder, no smarter. Just make us look good” #failureship
Management needs to change to:
* Define/clarify strategy
* Set guardrails & scope
* Make key decisions
* Remove obstacles
Ie. more leadership, less management
And there we have it - what is in the way of true adoption of outcome focussed delivery? Culture…
#AOTB23 Thursday morning Keynote talk by Jeff Gothelf. Brilliant talk around roadmaps, and the power of outcomes over Big Up Front plans.
But I cannot believe we are *still* talking about this. Be flexible, work on outcomes not outputs, iterate based on feedback, and do not rigidly fix the roadmap. 🤷♂️ There is something else in the way, stopping this change in most companies. We know what we need to do, but people don’t.
@keithb_b I think that hits the nail on the head. I would add too many product folk *and* PMs treat teams like children rather than as skilled professionals. A constant pull towards Parent-Child interactions is an indicator of #failureship (h/t Mr Matts: failureship is the opposite of leadership).
IMO not accepting “No" indicates a trust issue - the person making the request does not believe the assessment that there is no capacity, despite not being actively involved in providing the capacity.