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  • Integrum brings Merb training to Phoenix - Integrum
    PREVIOUS What Economic Downturn We re hiring NEXT Screencasting as client documentation Step up to the mic Cancel reply Your email address will not be published Comment Name Email Website About the author Jade Meskill Chief Revolutionary Officer The new normal presents us with many extraordinary opportunities To accept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

    Original URL path: http://integrumtech.com/2008/12/integrum-brings-merb-training-to-phoenix/ (2016-04-26)
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  • What Can Paintball Teach Us About Team Work? - Integrum
    but added some general strategy on how we could be more of a unit We won leaving two guys on the field For the first time we no longer felt panicked and rushed Before starting game 4 we made major adjustments and defined the goal for each of the pairs to be considered success Not only was movement of each route defined and the roles to navigate it but they were done in 20 yard increments We were much more paced and won leaving 3 members on the field This time during break we reloaded and started talking about how we were becoming more of a team and the opponent was starting to fall a part becoming less of team Heading back in for Game 5 we had heated discussion on how to agressively challenge the target Each pair defined its own objective and coordinated it back with the team Most notably each pair was verbally talking the entire time while advancing on the target The target was taken and 4 members were left standing on the field At this point we were dying to improve We could feel that our team work was making us not only tough to beat but tough to get a kill against Before heading into Game 6 we did an assessment of the other teams technique and tactics We reviewed that our cover fire had been weak because of a poor choice of angles and bad initial first steps Each pair set a new objective At this point we had full trust in each other to cover and communicate This trust allowed us to be beyond aggressive We grabbed the target taking each of their team members out at a 10 range All of our team members were still standing untouched Complete and utter

    Original URL path: http://integrumtech.com/2011/07/what-can-paintball-teach-us-about-team-work/ (2016-04-26)
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  • Episode #54 - Defects in the Sprint, with Mike Vizdos - Integrum
    These people if they re on your team and they re a maximizer they re going to love doing that They ll thrive doing that They ll learn the most and grow the most and perform the most The team can lean on it and these people will never get tired of doing that stuff That s one of the insights Each one of those will be like that I had a team member once and we were at a lull at work as a Web team I said Just take it easy Surf the Web No big deal Enjoy your paid time off here It turned out she got frustrated and left for another job and the reason was one of her strengths was activator The worst thing I could have done for an activator or I should say an achiever that s someone who loves to check off everything they ve done that day They love coming in that day and there are 10 things to do They get to check check check Look I ve been productive Look Scott that was driving her nuts She would rather have me just cook up some work or given her a checklist of things to do and say Hey could you just take a look at some of these areas in the code base and review it for areas for opportunity Anything I could have made it up For me that would have killed me For her it bugged her so much that she left for another opportunity where they would have kept her busier Those are a couple of examples of doing that Clayton I understand that it s a really good tool for figuring out what kind of jobs the members of the team can do that are personally motivating Do you find it s also a good tool to use to help team members discover their weaknesses So that they can try to round out areas they might not necessarily be proficient or necessarily enjoy as much Try to find enjoyment in areas where they don t excel so that the team can go more for that Everybody in our team is a well rounded individual Scott Right That s a great question That s a common one because most of our performance reviews are really spent like I see that you ve done this and this and this and this Thank you for your contribution Now let s spend the rest of our hour talking about these areas where you laughs suck Where you re not so strong where you failed or come up short or you just don t perform well Those areas where you re looking at the clock and say Is the clock broken I hate doing this anything but this Let me check my email one more time That type of work For me it was organization Here s our recommendation Use the DayRunner or why don t you try the PalmPilot I ve tried those things The truth is areas where we re weak those things that we do that just drain us that we loathe all the effort we might put in to try to get better at that will be a lot of pain and not much result If you look back over those areas and you might know what some of those are I certainly know some of mine I look and I have put a lot of time and effort over the years and I ain t much better I m about the same marginal improvement despite putting a lot of time and effort and money even at times What would be much better for me especially as a team member is to invest all that time and energy into my areas of strength where there will be leaps in growth much productivity and engagement I m better to be around Look for someone else in those areas where the team might need someone who is detail oriented who loves to check things off who loves to tackle the tough nuts Then find out where we can shift the work On these agile teams as a whole we should be volunteering We re self organizing We re self managing This is the perfect playground to say I love doing this The whole team wins when you do that I m not so good at doing this and someone else probably would like that and they would thrive Now you re not playing in areas where you just won t ever grow that much or do that well and getting not such positive performance reviews and someone else could They re not getting the opportunity to do more of what they would love to do We actually say Play to your strengths First of all discover them Find out what they are and begin carving out time each week to invest in learning about that activities that you could do to practice That s how we grow right We learn and we practice doing it Manage around your weaknesses On the ROI side it s just not worth putting time into your weaknesses Just work around them Clayton It sounds to me if everybody is playing to their strengths and doing the things that they re best at you will naturally have a tendency to form information silos and skill silos You ll start to form a team that doesn t pass the hit by a bus test Is that something that you ve seen happened How do you prevent that from being an issue Scott I would separate the difference of technology skill I m definitely one who really believes in generalists I don t want specialists and I really love breaking down silos But there s a difference between say technical knowledge your abilities and aptitude and what you actually are doing versus areas where you re playing your strengths so several people that might be

    Original URL path: http://integrumtech.com/2012/04/episode-54-defects-in-the-sprint-with-mike-vizdos/ (2016-04-26)
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  • Special Episode : Jason Kerney - Using Creative Processes to Drive Development - Integrum
    16th of 2011 During the event we had the chance to be able to interview some of the attendees and talk to them about the Open Space that they had just facilitated Open Space Technology conferences are great events where the attendees get to create and completely control the content of the conference Enjoy this video as we talk to Jason Kerney about their Open Space on using creative processes to drive development For more information on this event or their sister event Agile Open Northern California check out the site at www agileopencalifornia com PREVIOUS Special Episode Julie Smith Reluctant Team Members and Participants on Agile Teams NEXT Special Episode Scott Dunn Strengths Based Team and Personal Growth 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 your team and transforming your business See the blog Hungy for More Info Agile Weekly is a quick way to stay up to date with the latest news techniques and

    Original URL path: http://integrumtech.com/2011/09/jason-kerney-about-using-creative-processes-to-drive-development/ (2016-04-26)
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  • What Economic Downturn? We're hiring! - Integrum
    of small Agile teams working with Ruby on Rails and Merb PREVIOUS Five Runs RAMP Partnership NEXT Integrum brings Merb training to Phoenix Step up to the mic Cancel reply Your email address 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

    Original URL path: http://integrumtech.com/2008/11/what-economic-downturn-we-re-hiring/ (2016-04-26)
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  • Episode #23 - Agile Principles Seen Through Paintball - Integrum
    some things you thought we did better incrementally over time Roy So I think one of the things that we started doing was splitting off into inaudible 00 06 27 of teams So we d start off at six and split off into three and then eventually we decided actually do pairing where we would have each person buddy with another person and kind of work from that perspective because that gave us more flexibility and it was really difficult to keep track of three people inaudible 00 06 41 Like we actually split up into smaller chunks but we realized every man for himself was not practical or feasible Derek Yeah I think the other thing that was interesting is I thought we did a fair amount of self organization and self direction within So after the I think it was the first game or the second game and we kind of decided to split up into pairs we kind of did direction where we said OK this pair you guys get the right flunk this pair you get the left flunk this pair s going to hold and cover the base or do whatever But that was as far as the direction went and then it was really up to each pair to say This is how we plan on attacking to the right or attacking to the left or holding position The rest of the team didn t even have to know what was going on from that perspective It then kind of goes back to the trust issue for me right If I say OK Clayton and Jade you guys have the right side Roy and I are going to take the left side we re not worried about are you really going to take the right side Right you ll let us know you ll scream at us if you lose your position you ll let us know that Until then we just trust that you are doing that we don t have to worry about it Clayton Kind a good parallel was the team maybe this was just because they were 13 but the other team I noticed that they were pretty much everyone for themselves and when something would go wrong it was always like Oh man why didn t you see that guy or why It was always someone else s fault But with our team we did a pretty good job of when someone got out it was a OK now that we re starting this game over or the next game like Hey why did you get out what s going on and what can we do to improve next time I thought that was a pretty direct parallel I think most teams you got a bunch of individuals that are all going their own direction and it s kind of a blame game when something goes wrong Derek Yeah I think one of the things I noticed too was I think you heard us talk the entire game Like definitely between the pairs there was definitely a ton of talking and I don t think I heard the other team do very much verbal talking at all Jade No I never heard them because I think they thought that that was a strategy to keep them safe Right was to keep quiet and keep your head down I think we definitely bucked that and just kept in communication the entire time So Clayton you said that we ve started to use this idea that we came up with of exposure Maybe you can explain to the listener how e are incorporating that into our stand up and how it flows in the stand up and what are some of the results that we ve seen from that already Clayton Yeah so we ve started doing something towards the end of this tenure If you feel like there s something that s happened recently or if you feel like you re going to get into a situation or you re going to be exposed where you are going to be facing some extra risk or something like that thereon communicate that with the team Earlier this week we ve had a situation where someone said Hey I was making good progress and things were going well but my pair they re sick and they re going to be out now I am going to be exposed because I ve got some meetings and I was going to rely on them today but now that they are out what am I going to do Those are things that normally people would kind of ignore that and it might come up the next day but that s something that we were able to discuss before it even became a real problem That s pretty much the flow has been if you ve got something that you feel exposed on even if it s not anything directly related to the work that you re doing that day but more of a concept of Hey we re going down this road with this solving a certain problem It seems like it s going to be OK but I m a little worried Even that kind of stuff has been helpful to get out and exposed to the team Jade Do you think that s helping us to preemptively recognize things that could possibly be impediments but instead of ever materializing as impediments we re catching them sooner because we re getting ourselves in that mental mode of thinking defensively Clayton Yeah I think it s a good way to put it I think we ve treated it like preventative care almost Normally it would have been acceptable or OK or part of the process to say Yesterday I had this impediment that slowed me down but now we re getting ahead of that We haven t solved every single problem so far There have

    Original URL path: http://integrumtech.com/2011/08/scrumcast-23-agile-principles-seen-through-paintball/ (2016-04-26)
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  • Episode #53 - Managers in Agile with Jurgen Appelo - Integrum
    quite the opposite When I introduced Scrum in the Agile organization things were going better Things were not blowing up around us as much as they used to before We have self organizing teams I was able delegate to them The performance went up This did not diminish my role as a manager On the contrary it elevated me in the eyes of many including my own CEO because I was the one who came up with it I was the one who said We have to do this The result was that I expanded my span of control from 20 people to 30 people and then in the end to 100 people because it made us more scalable and I could manage more teams I would deny that it makes managers feel powerless On the contrary if you do it well it could make you more powerful It s a bit cliche but it is win win You gain from it as a manager because better performing teams reflect on you as a manager because they are your teams My CEO didn t want to let go of me anymore after such good decisions Roy Got you You talked a little bit about introducing Scrum into organizations and starting to form these teams You just came out with a new protocol of how to change the world How does that fit into trying to introduce organizational change Jurgen The question that I get most often is How do I get other people to change their behavior Or any form of that question like How do I convince team members that they should develop themselves some more Or How do I convince my customers that they should accept Scrum and its changing back log and things like that It s always the same thing that Agile and Agile coaches struggle with it is convincing other people that they have to change I have basic change management I have researched that I have borrowed lots of ideas from many good books and I turned it into a little handbook called How to Change the World It is an ambitious title but it s only 80 or 90 pages It sort of gives an overview from my perspective as a complexed thinker on how you should approach a social system which an organization is It is a social system and you have to poke it with ideas and experiments and see what works and what doesn t and do iteratively and get feedback and basically you have to be agile as a change agent as well because you never know how the system is going to respond how the organization is going to respond to your ideas but just to try things out and also understand that you have to work on not only the rational level but the emotional level as well because some people are aware of a need for change but they have to be fed the medicine with

    Original URL path: http://integrumtech.com/2012/03/scrumcast-53-managers-in-agile-with-jurgen-appelo/ (2016-04-26)
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  • Special Episode : Julie Smith - Reluctant Team Members and Participants on Agile Teams - Integrum
    15th and 16th of 2011 During the event we had the chance to be able to interview some of the attendees and talk to them about the Open Space that they had just facilitated Open Space Technology conferences are great events where the attendees get to create and completely control the content of the conference Enjoy this video as we talk to Julie Smith about her Open Space on reluctant team members and participants on agile teams For more information on this event or their sister event Agile Open Northern California check out the site at www agileopencalifornia com PREVIOUS Bernadette Wellman Phoenix Scrum User s Group Sept 2011 NEXT Special Episode Jason Kerney Using Creative Processes to Drive Development 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 your team and transforming your business See the blog Hungy for More Info Agile Weekly is a quick way to stay up to date with the latest news techniques

    Original URL path: http://integrumtech.com/2011/09/julie-smith-about-reluctant-team-members-reluctant-team-members-and-participants-on-agile-teams/ (2016-04-26)
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