distributed agile in a multicultural world
DESCRIPTION
The world is flat and the barriers to communication have been broken down. Increasingly, companies are employing a globally distributed, virtual workforce to aid in their development efforts. In addition, these same companies are looking to employ Agile development practices to get to market faster with the right product. When working with a global team, culture, not only of the company but that of the workforce, comes into play. How can companies help ensure that a distributed, cross-cultural Agile team can work together successfully to achieve business goals? This presentation dives into how a company can build a multicultural team around Agile principles, in a fully distributed global environment, remaining on the same page at all times, and getting things done.TRANSCRIPT
Distributed Agile In AMulticultural World
Robert Dempseyadsdevshop.com
Thank You!
Welcome!
Robert Dempsey
CEO & Founder
LinkedIn: robertwdempsey
Twitter: @rdempsey
Agenda
• Culture
• Agile and Culture
• The Role of the Modern Product Manager
• Window Into Cultures
• Tools
• Lessons Learned
• Questions and Answers
Poll
What is Culture?
Practices
Goals
Beliefs
Attitudes
Layering of Cultures
Country
Business
Team
Business Culture
Meanings
Traditions
Customs
Values
The New Team
The Extended Team
The Challenge
The Missing Piece
Major Agile Ideas
• Individuals and Interactions
• Working Software
• Customer Collaboration
• Responding to Change
12 Principles, Or 7
• Delivery
• Embrace Change
• Collaborate
• Support The Team
• Use Correct Metrics
• Technical Excellence
• Kaizen (Continuous Improvement)
Build Around Agile
Cultural Roadblocks
Additional Roadblocks
Role Of The Modern PM
United States
United States
• Equal respect
• Individual involvement
• Heavy focus on time and schedules (donʼt miss deadlines)
• Employees speak directly up the chain
• Team play
• Straight-forward communication
• Friendly, and get down to business
• Single-minded; focused on a single goal
South America
Brazil
• Build a relationship, possibly via a third-party
• Everyone in the company has their role
• Very creative and work well in teams
• Failures can lead to a loss of self-confidence
• Timescales and deadlines are somewhat fluid
• Be very careful with criticism
India
India
• Strong hierarchical structure
• Failure can lead to a loss of face *
• Relationships are important
• Reinforce the agreed-to deadlines
• Management makes the decisions *
• Be careful to not shame anyone *
• Non-confrontational (the “yes man”)
Philippines
Philippines
• Hierarchical
• Relationship-driven culture
• Managers look out for their teams *
• Indirect communication style *
• Timescales and deadlines are somewhat fluid *
• Innovative when asked to be *
• Clarification might not be requested (loss of face) *
• Public praise is good; public criticism is not
Western Europe
Switzerland
• Be direct
• Be on-time
• Build a relationship over time
• Management provides direction and materials to the team
• Title are important
• Focus on the group
• Adherence to protocol
• Like to be prepared
Eastern Europe
Poland
• Rules and regulations *
• Eager for a challenge
• Innovative *
• Great in teams
• Decisions are made at a team level *
• Detail-oriented
• Straightforward and frank
Commonalities
• People want to do good work
• They want to be respected
• They want to be praised when they succeed
• They donʼt want to be publicly humiliated
• They want to be understood
Tools
Project Tools
• Project Management
• Code Repository
• Continuous Integration (CI)
Communication Tools
• Instant Messaging (IM)
• Skype
• Web-based Collaboration
• Mockups
Mockup
Lessons Learned
• Choose the best fitting Agile method *
• Make expectations known
• Map Agile principles to your situation
• Make communication a big deal
• Increased documentation is not the answer
• No big-bang implementation of Agile
• Visit the people you will be working with, or vice versa
Questions And Answers
Thank You!
Robert Dempsey
CEO & Founder
LinkedIn: robertwdempsey
Twitter: @rdempsey
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