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  • Episode #103 - Let's Define Value - Integrum
    feature that delivers the most value the customer I don t think it has anything to do with your meaning Roy Yeah that s a good point It s too high level to prioritize one thing versus another Clayton I think the thing is I think you could say it s your own happiness as well The problem is and this is where I went back with Ron on was that I think that is potentially non sustainable If what makes me happy is doing 3D video games and I work for a social media company and therefore I don t do any work except for 3D video games I m probably either not going to be not employed very long with said company or the company is going to have operative problems to the point where I m not happy for other reasons Roy Right that s what I m saying It s short sighted thinking in terms of trying to do what makes you happy right I totally agree with you but I guess what I m saying is in the end result you re still trying to make yourself happy you re just taking the long view and saying I can t do what makes me happiest right now because in the long term I won t be Clayton I don t even know if it s that I think this goes back to if you re talking the Zin conversation right One of the things that you re saying is if I really want to do 3D video game programming why am I working for a social media company that s not allowing me to do 3D video game programming If you follow that line if it doesn t line up to my value system why am I doing the work Why am I not going and finding another job that makes me happy and makes my customer however The problem is it takes a level of actualization to have that be true for everyone That s what I was really asking is OK I m OK with that definition but not everybody is mentally there to make that so what does the path to get there look like Derek We were talking about a shared vision maybe putting it from a company s perspective If the organization has a shared vision then we were thinking it might be easier for them to assign value to things based on what achieves that shared vision or what gets them closer to that I think is more in line with the customer delight stuff and probably further away from necessarily dollars We realize in some cases that maybe your shared vision is very money oriented so that would be a reasonable way to value things Roy Most people tend not to get especially in larger companies and even the smaller ones I find that people don t seem to get that motivated based on visions around money to a point right Nobody gets inspired by We are going to increase sales by 25 percent Derek That would be a crappy shared vision If we re talking about the Red Cross the Red Cross has efforts where measuring money would make sense as far as donations are concerned That s why I think you could totally have some stuff to say Hey if we implement these features we could increase donations Roy That s how your vision no no crosstalk Derek No that would be a money thing but they could also have stuff that could be surrounding We need to be better at helping other people That s like their core right I don t know what their mission or vision statement is but at their core they help people There are things they could do to help people that have nothing to do necessarily with money That s separate from the donation stuff Roy Most companies don t have vision They don t have vision as a company and they certainly don t have vision at a product level If Apple s vision for the iPhone was to make two billion dollars on their phone sales in two years they probably would have not had any engineers at Apple really interested in working on their product Instead by saying We are going to transform how people think about mobile computing and we re going to transform how people interact with computers in a substantial way I think they get a hell of a lot more buy in and by getting that buy in they probably have a product that sells a lot better That is so rare in companies We are in companies all the time where the product vision is either More customers this quarter Less churn this quarter something similar I m not saying that those numbers are bad things to have and that you shouldn t measure those things and that you shouldn t have targets for those things but that is where the vision begins and ends There is no vision of We want to radically change whatever marketplace we re in We want to be the talk of the town or whatever it is There is nothing substantial How when you get a story in how do you measure that toward 25 percent increase in customers That gives really difficult to aspire to that Derek Let s say all you heard about was increasing customers and you heard a bunch of stories that you thought could achieve that goal and you could measure that was your value you were saying this is more valuable because I think I can get more customers that s all I care about Are we just saying that value is relative in that regard That might work for a while and it s OK if you call value whatever gets me more of X It may be for some people that are really self actualized its happiness

    Original URL path: http://integrumtech.com/2013/03/episode-103-lets-define-value/ (2016-04-26)
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  • Episode #44 - Story Sizes, Named Sprints and Partial Credit - Integrum
    defect board as a debt collector PREVIOUS Special Episode 2012 Predictions NEXT Episode 45 Digital Boards and Physical Boards Join the conversation on Facebook Subscribe to the podcast Make your mark Get involved with the Agile Weekly Podcast by volunteering to be a guest recommending a speaker submitting a question or suggesting a topic Step up to the mic Build up your toolkit Learn new tips and tricks for empowering

    Original URL path: http://integrumtech.com/2012/01/scrumcast-44-story-sizes-named-sprints-and-partial-credit/ (2016-04-26)
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  • Changing the Interview Process to Favor Team Dynamics Instead of Individual Skill - Integrum
    one area where there isn t a lot of discussion happening is around building Agile teams from a Human Resource perspective Many Human Resource departments are very strict on interview processes and find it difficult to adapt to the effective ways to hire people for a self organizing team On such teams more importance is put to how someone reacts within the team than on their individual skill set This is much more difficult to interview for and requires some non standard approaches to get a view of a persons compatability to the companies values culture and the existing team Some resources on this topic can be found at Articles We re Hiring by Lisa Crispin Improving Our Interview Process by Lisa Crispin Hiring for a Collaborative Team by Esther Derby Scrum Masters and Agile Coaches More than a Title by Esther Derby Blogs Hiring Technical People Blog by Johanna Rothman Books Agile Hiring by Sean Landis Hiring the Best Knowledge Workers by Johanna Rothman Tell us about your story getting hiring practices changed in your journey towards an Agile Organization PREVIOUS Episode 34 A Sense of Urgency NEXT Episode 35 Technical Excellence in Scrum Step up to the mic

    Original URL path: http://integrumtech.com/2011/11/changing-the-interview-process-to-favor-team-dynamics-instead-of-individual-skill/ (2016-04-26)
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  • MountainWest RubyConf 2009 - Integrum
    will not be published Comment Name Email Website About the author Jade Meskill Chief Revolutionary Officer The new normal presents us with many extraordinary opportunities To accept the challenge is to lead the way to a new future made from embracing our humanity and engaging our spirit to succeed Subscribe to the blog Get inspired with an Agile Weekly Podcast Derek Clayton and Chris slowly remember what they were talking

    Original URL path: http://integrumtech.com/2009/03/mountainwest-rubyconf-2009/ (2016-04-26)
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  • Who Do You Use For Hosting? SliceHost. - Integrum
    is pretty cost effective for staging and sandboxes at under 25 month and scales decently while being affordable for production However the real magic of SliceHost is the fabulous service Often we will start a customer out on a small development slice on our SliceHost account Then as things get moving and they get their own SliceHost account created and ready to go we can very easily move a slice from our account to their newly created account no interruption of service Generally we submit a ticket and within 5 minutes we have a response and the slice is moved It is hard to not recommend a company that is that responsive to your needs SliceHost keep up the good work In fact they just move a slice for me in less time than it took to write and publish this post PREVIOUS Ajaxful Rating for Ruby on Rails Rating or Voting NEXT Integrum Named One of Best Places To Work One thought on Who Do You Use For Hosting SliceHost Josh Knowles says November 10 2009 at 9 36 pm I assume you ve looked at Heroku Reply Step up to the mic Cancel reply Your email address will

    Original URL path: http://integrumtech.com/2009/11/who-do-you-use-for-hosting-slicehost/ (2016-04-26)
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  • Episode #122 - Multitasking and Multiple Commitments - Integrum
    in your way and don t make excuses it s really easy to stand out above the rest Jade How many teams have you worked with that are in that condition Roy Only a few but I remember every one of them and they all stand out because Jade Right It s not very common Derek The great thing about standing out is it makes it really easy to cut your head off laughter Derek Which is the other thing When you start as a Don t even bother giving me that 20 percent guy the 20 percent release engineer because we ll just do our own releasing Now you ve pissed all over the release teams When you ve got a department of 10 people that are the database team and they re used to controlling everything about the database so they give you graciously 6 5 percent of a database engineer to deal with your database stuff If you re the team that just says We re willing to stand above the rest F it we don t need the database engineer we ll handle our own database now you ve just created a shitstorm because you ve threatened their entirely livelihood If you won t take 6 5 percent of us what happens when the next team won t and the next team won t and the next team won t Roy Their livelihood should be threatened Derek Then we don t have a team That causes all sorts of other angst I think that s one of the reasons you see this multitasking or this dividing up of resources It s basically empire building If I can build an empire of this thing then divvy it out as a scarce resource I have a lot more power than if I just focus on a small team Roy It s like organizational indecipherable 8 04 union Derek It really is If I can have a strangle hold on you whether I m an architect a indecipherable 8 12 or whatever like these siloed groups that You only get a percentage of my time You have to plan everything around me because if you want whatever new thing approved and I m the only group that can approve it and I can t get you on my schedule tough to be you that s the way it works Roy F that I don t have time for that I understand that you ll be stepping on some toes and people are going to get pissed off but tough Nobody has time to sit and wait to be the six percent Derek I tend to agree with that but I think that s how those empires built as people get fearful of We don t have somebody who s a certified Roy Or we don t want to piss off that part of the organization Derek Or we don t want to piss off that part of the organization Jade They may have a lot of power Roy They may play golf with the boss or something Derek I think it s difficult Then I think I also see a lot of multitasking happening specially on scrum teams or indecipherable 9 01 teams where people have a ownership problem Maybe we ve got backlog of tasks or sprint items sprint backlog items or however you want to call them Units of work for the iteration or the sprint or the cycle we re in and there s five of them around dealing with the database and I really want to be in charge of how the database scheme and all that stuff is done What ll do is I ll walk up and i ll take all five tasks off the board or I ll assign all five of them into me which totally blocks everybody else There s no way I can do those all on the same time The justifications I see around this are You know these are so dependent that the person that defines a scheme couldn t possibly be the person that creates the model They have to be the person Jade Now I have to show you so much in order to you to even get up the speed so I m going to do this great favor and I m going to bear the burden of doing all this stuff Derek I see a lot of that Roy This is a warning sign Jade laughs Roy When this happens something very bad is happening and you should stop it Derek If you have somebody on your team that s the only person on your team that can do something then you ve already done something wrong Roy So solve that problem and then worry about multitasking Jade Recently we ve been talking about indecipherable 10 23 and competing desires I think this has a lot to do with that same problem especially at an organizational level where we have competing desires to finish this project But also this project even though we can t actually spend the money or have the people or whatever it is to do them both Derek Are you criticizing that we have got six number one projects Jade Yes laughs They are all number ones of course Derek I definitely see this is a prioritization problem is part of the reason why you get these resources allocated this way and when I say resources I am lovingly talking about human beings Jade giggles Derek We can t slice human beings as Jade says even when you spread them on a card it gets a lot of angst Roy giggles Right Derek But if you call them resources you can divvy them up Roy Yeah Derek however you see fit Roy Especially on a spread sheet Like five Jades laughs Derek but yeah I think that s how usually indecipherable 11 13 when somebody s got a resource

    Original URL path: http://integrumtech.com/2013/10/episode-122-multitasking-and-multiple-commitments/ (2016-04-26)
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  • jQuery Lightbox for Ruby on Rails - Integrum
    simple to use and easy on the eyes PREVIOUS Application Configuration or Settings in Rails Applications NEXT Cache Money for Ruby on Rails Step up to the mic Cancel reply Your email address will not be published Comment Name Email Website About the author Crew Subscribe to the blog Get inspired with an Agile Weekly Podcast Derek Clayton and Chris slowly remember what they were talking about Oh ya Culture

    Original URL path: http://integrumtech.com/2010/01/jquery-lightbox-for-ruby-on-rails/ (2016-04-26)
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  • Episode #89 - Motivating a Team - Integrum
    it s a jerk on the team somebody who pushes that issue and says One or the other go I can talk a little bit from an analogy perspective I ve got a daughter that plays pretty high level competitive soccer and I think she lost I won t say Her interest I think if I asked her Yeah I still want to play in the US women s national team but you know what It s a lot of work I m spending four hours a night four nights a week doing this playing on the weekends I m getting screamed at and it s emotionally difficult and everything else I told her Why don t you just quit Why don t you take a break for a while you just play high school soccer and don t do that She was like No I really don t want to I m like Well you know you re not performing you re not having this She got a new coach and this particular coach is a role model for her played on the US women s national team Can speak her language and was really hard on her and pulled her aside and said Look if you really truly want this what you re currently putting in you will never get there You re telling me you want this I m going to sit you on the bench and I will not play you until you show me that that s what you really want It took her about two weeks of a lot of weeping and gnashing of teeth and now she is more committed than ever I think sometimes you have to look into the the fire and say Is this what I really want If it is how do I dig into that deeper level to get there The problem is that that s deeply personal It s very difficult to do that at a team level Jade But is that part of the problem of a team who s lost their motivation That at a personal level they haven t dealt with those things Especially if many of the people on the team are in that same situation it s a lot easier to just avoid it and focus on some of the surface level things that are going on Instead of really really digging down and saying OK is this really what I want Am I willing to cry about this and get really upset and finally work my way through it at a personal level and now I can deal with it at a team level Derek I think a lot of it too is usually what I see happening in those aspects are there s some level of sacrifice involved In my daughter s case I can t spend a night in anybody s house on Friday and Saturday because I ve got games all weekend I get no sleep because by the time I get home from soccer practice it s eight or nine o clock at night By the time I eat and I do my homework it s 11 o clock at night and I have to be back up at 5 o clock in the morning All of these things are like Look I m missing all this other stuff and so every day it s a decision Do I do this or do I do that and the This isn t immediate Spending the night with my friends is immediate satisfaction and I had a great time spending that with my friends Training and going to the game does not have immediate satisfaction Whether I win that game or I lose that game I m not going to try out for the women s national team for four more years I have to learn how to delay my gratification on what I m putting a sacrifice for for a significant amount of time I think as individuals and especially teams that s usually where it s at It s like I have to make this decision of Do I piss this person off or Do I miss out on this thing or Do I do this right now today for something that I don t even know if it s actually attainable I don t even know if I can actually get there I think that yeah that s deeply personal stuff Then I think it cascades and complicates because you can t do any of those things by yourself In my daughter s case it s pretty much on her probably to be able to make the national team or not But if you re talking a company you re talking a team or you re talking a product one person can t deliver a product One person can t deliver whatever Now you re lying faith in other people to push through whatever they re going through as well Jade What could we recommend for a team that s maybe facing this crisis of faith in wherever it is that they re heading What is it that we could encourage them to try to do to work through a lot of the personal issues before they can even bring it to the team They ll probably have to rework through the forming storming norming again after you ve dealt with this internal issue Derek Just chase the new shiny It s a lot easier than when you go to work Jade laughs Derek It s more fun too On a personal level I think each person on a team has to take assessment of where they re at where they want to be Do they really want to go whatever direction the team is looking to do with their product or whatnot and say Is this something I can get in alignment on If the answer is Yes then I think that they have to

    Original URL path: http://integrumtech.com/2012/11/episode-89-motivating-a-team/ (2016-04-26)
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