The daily accountability session or huddle is a key element for shifting teams into a self-learning, continuously improving, lean world. These revolve around the visualisations and enable the team to start to have different conversations about their work. When the conversation changes, the ability to act changes.
Key to a powerful visualisation huddle/ talk combination is WHAT the team is talking about and ideally they should only be talking about what isn’t going according to plan and how this is being rectified. This is often in contrast to what teams are used to talking about – what is going well.
Try shifting the focus and see what impact that has in your team
Blogs on Huddles
If documents created a common understanding no-one would be complaining about how the requirements just aren’t up to scratch. So how do teams get a common understanding of what is going on ? My answer (and there are many) is through visualisation and daily accountability sessions or huddles (agile calls them daily stand ups).
When we talk we are able to ask questions that ensure we understand what has been heard and what will be done.
Alomgside all the other talks from Agile Africa 2017, my talk is now available on YouTube. I was talking about my passion, creating spaces where people are able to shift into more powerful versions of themselves, versions that coincidentally also build Agile Cultures. Agile isn’t only about the easy to spot processes or even the widely discussed principles. It is also about how people think and how they make decisions differently!
It seems to be the year for me to speak at conferences. Agile Africa went really well and my topic seems to be connecting well into a new direction for Agile as a whole – Humanising Agile.
My talk for SUGSA is once again about behaviour, but with a twist – making it practical and so bringing it into our day to day, a part of how we do business well! Makes sense right ? Because we are people not machines and what separates us from machines is the uniqueness of our behaviors.
Hope to see you there!
Key Elements of Huddles
It isn’t necessarily led by the Team Lead or manager, ideally this is a conversation that can be led by anyone and should be.
It isn’t a conversation about what is going well, it should be focusing on:
- What work will be completed today
- What is stopping work from being completed
- How can we get flow back ?
- How can we remove continual blockers ?
15 minutes is the goal, but when team’s first ‘stand up’ it can take longer as they learn the habit and the lean coach reflects back when old habits present themselves.
- No blaming
- Limit problem solving
- Use Inquiry and Curiosity
- Be respectful
To get things done we need the collaboration or assistance of many different people in an organisation and the way we get this collaboration is through conversations! It is old fashioned, but talking is the best way to get a common understanding of what needs to be done!
Ontological Coaching is a powerful took for a Lean Coach in understanding the power of conversation and using it to empower teams.
We mostly use conversation for story (where we tell people what is happening to us). These are often not particularly useful conversations but they are normally the starting point as this is where most people live, in their stories about the world around them.
Turning a conversation for story into something more useful requires different types of conversations:
- Conversations for Clarity – do we know what we need to do ?
- Conversations for Possibility – what could we do here ?
- Conversations for Action – how will we do it and by when ?
These are the basic types of conversations and the one’s that a good huddle and visualisation foster. Which ones are you finding yourselves in and how useful are they for you ?