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Many of our decisions, conclusions and actions in a team come about after a good meeting. But what is a ‘good meeting’? How do we make them productive, informative and how do we engage all invited in order to close it with the expected results. Meetings do come in many different shapes and forms, quick stand-ups, day or two long workshops, planning, retrospective the list goes on.

How do you engage people in effective collaboration? Should you entertain them? When you walk in loaded with your beautiful agenda, prepared meticulously ahead of the meeting, to find yourself demotivated by yawns of few attendees. And you, dear meeting goer, ever find yourself spending meetings daydreaming? Not feeling like your voice is heard? Already planning not to show up on the follow up meeting? Daydreaming? Sleeping?
Whenever effective collaboration is your end goal. These three quick ideas inspired by Sociocracy 3.0 framework can bring that long lasting healing to your broken believe in coming to consensus as a group of individuals connected with the same principles and values. This will bring long term changes to your team and organisation culture.

1. Include all in effective collaboration

Do clockwise rounds around the table, asking all participants after each topic if they have any objections or concerns. Good practice is to start using hand signals: your hand with thumbs up or down or laying it hand flat. Call it consensus when all participants have their thumbs up and move on to the next topic. Objections are important, they help us find ways to improve immediately. Make sure to resolve them.

Sample questions/statements may include:
Would you have any objections if we …?
Are their any concerns worth hearing right now?
In absence of reasons not to we will (…)

As a result attendees leaving the room know what they have agreed, it also makes them included simply because they had a chance to voice their objections or concerns.

“Objections: a reason why doing something stands in a way of (more) effective response (…)”

2. Participate Artfully

Whenever you contribute to the meeting, always ask yourself one question:
Is my behaviour in this moment the greatest contribution I can make to the effectiveness of this collaborations? We all have comments, we disagree or agree with proposed subject. While is important to voice your opinion, make sure that you do it in a constructive manner. What is the most productive for the group at this very moment? Will what I say contribute to a creative resolution or will it just create conflict or stop the flow of the conversation. Don’t wait until the very end of the meeting to summarise it with one negative sentence.

3. Evaluate meeting

Keep it simple, after each meeting ask participants for improvements. What can we do better next time we meet. Focus only on ideas that will lead to improvements, not on negative discussions. If meeting went over the reserved time, suggest timing it. Using time-boxing techniques, can significantly improve the meeting. Setting a timer in a visible place then asking all participants to be equally responsible for checking time. Always focus on positive suggestions that you can influence, not things that bring negative energy into the room.

Keen to learn more about Sociocracy 3.0? Here is where you can read all about it together with free patterns and resources provided by the founders: sociocracy30.org 
This workshop was facilitated  by James Priest at Agile People Sweden 2017 in Stockholm

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Probably you already know that Agile is not a series of rules and ceremonies. It’s a set of principles that guides teams to quickly respond to the change around them.

Agile isn’t really about the process itself it’s about the mindset that you hopefully achieve from implementing an agile process (such as Scrum). By having radical transparency and admitting that the team doesn’t know all the answers at the beginning of a project you have all the opportunities in the world to create a good agile environment.

I often hear that many teams that wants to “go agile” struggles with implementing UX in a way that empower customer focus. As a UX-designer I know that you often need more time and resources to do research and perfect the scope, this in order to deliver an holistic user-experience and a user-centered product. In many cases this forces designers to adapt to a more pixel-oriented role where quick deliveries is prioritized over an overhead holistic experience.

There are several solutions to tackle the challenge. From my experience many teams choose to add extra design sprints before the development starts, some does design spikes, some creates parallel UX teams and some does a full integration and try to make it work as good as possible. Personally i advocate for the full integration, it’s the hardest one to accomplish because it requires a big change in mindset, although i believe it’s the most valuable option long-term because of the value in agility (responding to change) it provides.

How to integrate UX in an Agile Environment

  1. Motivate Management to understand and support UX. (i.e Product Owners)
    – How does your UX processes looks like?
    – How do you want to work?
    – Why is it valuable?
    – What do you need to generate good results?
  2. Educate the Team in user-centered design.
    – How can we empower UX by sharing knowledge within the team?
    – How can you accomplish what you want in an agile environment without dictating?
  3. Befriend the Developers.
    – How can you learn from other developers?
    – How can you improve ways-of-working and collaborate closer to the developers with UX in mind?
    – How can we make everyone talk about the “bigger picture” of the project?
  4. Don’t be fraid to Try for Future Improvement.
    – What different ways-of-working can we try with to make it work?
    – What can we learn from previous experiments? Good/Bad? How can we improve it?
    – How can we get help to achieve what we want to accomplish if needed?
  5. Celebrate for each improvement towards the goal.
    – How can we celebrate within the team when taking the right steps towards a fully integrated agile team?


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This is a story how we used a two day workshop with a management group to help them find out next steps needed in their Agile Transformation.

We knew the client well and had been working with them for some time. It was now time to discuss their progress and potential next steps.


They had Scrum teams up and running, each team with their own product owner. Each team covering one part of their product. Earlier they had discussed and identified their challenges and problems so they where known and a good input to the workshop.

The Workshop

Overall agenda for these two days:

  • Purpose, why
  • Vision
  • Experiencing Feature teams
  • LeSS introduction
  • Guiding Principles for the product organization
  • Prototyping new Agile teams
  • Decisions and next steps


After some introductions we listed all their identified problems and facilitated a discussion where they could prioritize them based on level of pain for the organisation. It was not a total straight line for prioritization, a few of them was left as fairly equal in priority. We ended this session with dot-voting what kind of problems that they primarily wanted to address with the change.

When starting a change and transformation you want to create an awareness WHY we need to change, what is the goal with the transformation?

In this case they have discussed their challenges in previous work so we gathered them before the workshop and let them discuss and clarify them once again for themselves.

If you have not gathered the problems you want to attack, you can use questions like the ones below to trigger discussions and identify key areas to address. Use the workshop pattern divide – merge. let them discuss in smaller groups and merge for alignments.

  • What is the problem we want to solve?
  • What is causing us pain in regards to delivering value?
  • If we would ask our customers, what is the feedback they would tell us?
  • What could happen if we don’t change?


With a good problem statement and clear vision statement for the future you have a solid ground for creating awareness in the organisation when communicating around the change to the rest of the organisation.

In this workshop we asked them to individually draw their vision on a piece of paper and then present it to the others. Making sure they were aligned in their vision about how the organization and culture should be in the future for both the employees and their customers.

Experiencing Feature teams

Next part in the workshop was to start creating some desire for potential experiments and also have some fun together. We run a team shapes fun exercise where they could experience difference between component teams and feature teams using post-it and pens. Lot of laughs and energy in the room, and many good take aways.

Here you find the exercise for experience based learning on the difference between component teams and Feature teams called “Team Shapes”>

LeSS introduction

We thought it could be helpful to have an existing scaling framework to lean against since that could simplify how to motivate some potential experiments and also make the change more tangible. By introducing LeSS we could discuss LeSS principles as for instance importance of empirical process control (even if that is also a Scrum principle), Large Scale Scum is Scrum and customer centric. We wanted to highlight these principles and guide a few experiments to learn if we were on the right track with the idea that had been growing about running multiple team scrum, one common product backlog, feature teams. And doing it in a way with many experiments where they would decide both what to try out and also if the experiments was leading to improvements, or should be done differently.

The reason we wanted to introduce LeSS and see if they would be willing to use LeSS as guiding framework, was that their existing way of working seemed like it would be helped by a few obvious experiments if LeSS principles was looked at. Also their own principles for a potential new setup that they had identified and agreed upon, also indicated a close match to what would be beneficial for LeSS. And of course it was interesting to remove some structures, like for example many different team product backlogs and the set up with projects that created dependencies for some of their deliveries.

We talked about principles in LeSS and also introduced the roles, events and ceremonies.

Guiding principles for the product organization

After the LeSS introduction we had some more discussions reflecting over their guiding principles for their new organization. The group wanted to add one principle; “shorter time to deliver customer value”. Other principles they had identified earlier was for instance “few or no hand overs between teams” and ” possibilities to grow and learn new things”.

Prototyping new Agile teams

Sitting in smaller groups they got a printed visualization of 3 teams with deliveries on a 6 months time axis and some lego to use for prototyping. What kind of potential teams could they try out and test? How would the existing teams competences and structures change over time? When do we do a first team experiment? What are the deliveries the teams could and should do? Are there different team strategies or missions? You can see the empty template below.

Working in smaller groups prototyping teams gave us several prototypes. They got inspired by each other, threw bad ideas away and iterated a couple of times on the different ideas on how they could create better teams based on the organizational principles and deliveries.

Lego can be used for so many things in these kind of workshops, they got really engaged, tested and discussed different ideas and views. Using Lego representing the capabilities (competences) in the teams and how that shifted over time based on the teams missions and roadmap made it really tangible and they could prototype various ideas to see if they could find even better ideas. After discussions they agreed on a few things to experiment with later during the autumn.

This is how the template looked like;

Decisions and next steps

At the end of day two we agreed on some decisions and put them on a timeline for what experiments we should do to improve the organization. By experiencing the benefits of feature teams in a fun simulation and prototyping different scenarios they could identify what kind of teams they would like to experiment with in a first phase.

We agreed to do a team self selection for two new feature teams and also to use LeSS as guiding framework and using one common backlog that all teams work with. I will describe that step in their journey in a up-coming blog post.

Overall we had good alignments on where they want to go and awareness for why change is needed and a true desire to test and experiment. Now it was time for the change management group to bring this to the rest of the organisation and start preparing for the autumn experiments!

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I dag kick-startade vi våra frukostföreläsningar hos oss på Dandy People. Det blev fullt hus med gamla och nya vänner. God stämning och frukost, samt mycket spännande diskussioner med högt i tak. Dagens bästa citat stod nog Benny Forsberg för när det var dags för diskussionerna -“Hur många dörrar kan man slå upp på en morgon egentligen :)”. Lika delar igenkänning, provokation, nya inspirerande lösningar och lyckade exempel verkar vara en bra mix 🙂

Jag håller tummarna för att visioner och goda ideér till förändrat arbetsätt och ledarskap fick näring i dag, och att dom kommer att fortsätta att spira på fler håll i framtiden.

Här är beskrivningen av presentationen:

När kunderna kräver bättre digitala tjänster och produkter behöver företagen hitta nya sätt att organisera sig för att snabbare leverera kundnytta. Gör man inte det riskerar man att bli omsprungen av snabbare konkurrenter. För att lyckas med detta krävs medvetenhet hos ledning och ett strategiskt ledningsbeslut.Den här föreläsningen riktar sig till nyfikna ledare som vill möjliggöra kundfokus och innovation.

Mia går igenom trender och nya tankesätt kring hur man organiserar sig och leder arbetet på ett målstyrt sätt för att mobilisera hjärnkraft med korsfunktionella och autonoma team som snabbare kan leverera rätt produkter och tjänster. Mia visar även modeller för hur organisationer kan arbeta strukturerat med innovation och kundfokus för att välja att bli en haj i stället för en snigel samt riktiga exempel på den här typen av transformation från olika typer av branscher.

Nästa chans att vara med

Nästa frukostföreläsning den 23e november blev fullbokat i dag, men det finns fortfarande en chans att greppa en plats då vi snabbt satte upp ett tredje event den 17e januari. Varmt välkommen att bli inspirerad – och kanske en aning provocerad 🙂

Är ni intresserade så kan vi också föreläsa internt hos er på er arbetsplats exklusivt med den här presentationen, eller någon annan inom Agil förändringsledning, ledarskap, Lean UX, produktledning, skalat Agilt arbetssätt, Agil upphandling eller annat ämne som passar er. Kontakta oss enklast här >

Tack alla som deltog, och alla Dandys som högg i och hjälpte till!

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To be able to stay focused on what really matters you need to have a clear strategy. When companies are small it is not always easy to have a clear strategy and act on it, but it is usually a lot easier than in big companies. To be able to do innovation and also stay customer focused even in big organisations a clear vision and strategy is essential. And every one in the organisation needs to understand the strategy.

There is a research done by Harvard Business School saying only 5% of the employees know about their business strategy. This is really scary for anyone running a business, and something everyone in a position to make strategic decisions needs to take really seriously. If people in the organisation don’t know about, or understand the vision or the strategy, how can they then make tactical and operational smart decisions making the business go in the right direction? There is only one answer to that question, they cant.

A Collaboration and Visualization tool to make Strategy Transparent

This fall I’ve been doing a talk around the topic “Customer Focused with an Agile Mindset” where I talk about how leaders of organizations need to grow an Agile mindset and make a strategic decision to become customer focused to be able to survive in the fast moving complex world of today, and how that can be done. The Innovation Map is one of the slides of my talk and I’ve been getting a lot of great feedback on it. Something many people feel is missing today is a holistic overview of the different strategies the organization have, and to be able to use it in their daily work making sure they are on the right track.

The Innovation Map is a great tool to be able to visualize what strategic initiatives the organisation have, or perhaps don’t have. Also it can be used to visualize the initiatives TOGETHER, ACROSS the organization. In this way when involving more people we can easier see the full picture of where we are going, and what we can do about it. By involving the people working front line with the customers knowing about their needs as well as those that can create the solutions to help the customers and not only management, you grow both an understanding of what the business strategy is – AND – you get their valuable knowledge of what the customer needs are and what can actually be possible to do or not do today and in the future. Then it will be up to management to prioritize the strategy based on different business scenarios.

Download the FREE Innovation Map Now (.pdf)

innovation map

Debt in any level will eat your business

If a company or organization don’t work continuously and strategically with innovation on all these areas, process, technology, product, customer experience and business model, they are causing debt. I have added it to the map to help and bring clarity around what levels there is debt today, and where it could be in the future. Sometimes you can take a business decision delivering something that creates debt, but if the organization never prioritize to remove that debt they can not stay innovative or scale their business. Many organizations that I meet today suffer from debt on all levels giving long lead times on delivering business and customer value as well as low quality in customer experience. In that situation they are becoming a desperado (snail) and new faster and more innovative companies, shapers (sharks) will come and take over their customers with their new services and products that are more attractive.

Probe, Sense and Respond – Keep the Innovation Map updated

If you use the innovation map and collaborate around it there might be a good idea to keep it somewhere in a printed format where every one sees it, and keep it updated! Take a look back and see how you are doing on a regular basis together with the organisation, work hypothesis-driven when needed and validate your assumptions, the higher up in the map you are, the more important it might be to have an Agile mindset. By doing that you can probe, sense and respond to new learnings and ideas as you move along making sure you don’t run in the wrong direction and just deliver on the plan without actually measuring outcome.

Innovation Strategies

There are actually 4 different innovation strategies even though I only use the two furthest apart in the innovation map.

innovation strategies

The Shaper is someone who is shaping new markets, leaving the competitors behind. The use of provocative thinking is natural for these companies.

The Competitor are those who follows the Shaper and tries to do what the Shaper has already succeeded with.

The Improver is not interested in doing big changes, they improve what they already have. They might soon become a Desperado.

The Desperado is the opposite from a Shaper. They must do something radical, or they wont exist as a company any more. Their strategy is usually to cutting costs.

Hope you find this post useful, and please let me know if you have any feedback, or if you had use for it in your work 🙂

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Här är min presentation från konferensen Agile Islands på Åland om hur man beställer på rätt nivå för att möjliggöra en Agil leverans.

Agile Islands anordnas av privata Agila företag på Åland, deras gemensamma vision är att Åland ska bli ett Agilt samhälle. På konferensen hade de även bjudit in politiker, offentlig sektor och andra från näringslivet.

Jag beundrar verkligen deras starka visionära ledarskap och förmåga. Ett väldigt trevligt och lyckat event. Tack för att jag fick vara med!

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Agilitet utanför ITI veckan hade vi vårt första öppna kvällsevent på Dandy People med temat “Agil transformation utanför IT”. Ämnet engagerade många och platserna fylldes snabbt upp.

Gemensamt utforskade vi vad det innebär att vara Agil och när man har nytta av att agera Agilt. I små grupper fick deltagarna sedan bläddra i kortleken vi har skapat med mönster (patterns) för lyckat Agil transformation och välja de 5 som man trodde skulle skapa mest effekt i den egna organisationen. Det var inte helt lätt att välja bland de 20-tal korten, många reflekterade över hur olika dom hade valt, att det kunde skilja så mycket mellan olika bolag vad som behövde komma till för att möjliggöra ett Agilt arbetssätt.

Som avslutning diskuterade vi deltagarnas egna frågeställningar i en Lean Coffee och efter det gemensamt mingel. Det blev många givande och spännande diskussioner.

Stort tack alla som deltog och delade med sig av sina erfarenheter och frågeställningar. Vi hoppas vi ses på nästa event igen under hösten 🙂

Den här kvällen var ett litet smakprov på innehåll från Joel Ståhls kurs Agile Change Management.

Pattern Cards and feedback

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Is your organisation starting to feel out of date, making you slow and ineffective? Do you need to evaluate what type of organisation you should have instead to speed up your development? Then you probably want to continue and read the full article. This post also contains Workshop agenda & Free Templates.

Agile Coaches

The three amigos of Agile coaches on the set is so much better than one 😀
Thank you Viktor and Stefan!

Many companies and organisations who are working in a complex fast moving domain find themselves growing out of their existing organization and ways of working. These organisations may suffer from problems like long lead times, inability to innovate or quality issues. Feeling left behind when new companies move faster. People in these organizations often find themselves being stressed out, attending too many meetings, communicating to everyone and no one about everything, and often little or even no time to be creative, collaborate with team members and stakeholders or to do the actual work.

To become great product organisations fit for people and enable innovation, short lead times and high quality we apply Agile and Lean thinking and ways of working in order to solve existing problems step by step – also called Agile Change Management. We believe that change has to happen on an individual level, as well as a system level, and it can only be sustainable and successful if it comes from intrinsic motivation.

To enable organizations to improve and reorganize as easy as possible we needed a collaborative way to evaluate the existing organization, what works well and what not, and at the same time learn how it could work instead in the future. We also wanted to build on intrinsic motivation and enable people to make the decisions needed based on actual knowledge. That’s why we created this product organisation evaluation workshop and method. It worked really well and we would love to share it with the Agile community to see if it might could be of use to more people.

Outlines of the workshop

This workshop is:

  • Experienced based
  • Collaborative
  • Visual
  • Data driven
  • Probe, sense, respond – prototype based


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Dandy´s agile postersI receive a lot of questions about where to find the Agile in a Nutshell poster, and I know it’s tricky to find things here on the blog. So in this poster I have collected all of my Agile Infographic Posters to make it easier to find them over time. I will continue to add new ones in this collection page, so bookmark it if you want to come back and update your collection. All updates on languages and new updated versions of each poster will be updated on the specific original page for that poster, linked to from this page. Please let me know if you are interested in translating any of the posters to a new language 🙂

Since I published the first Agile in a Nutshell poster about a year ago it has been downloaded about 20.000 times and translated to several languages by Agile people around the world. I´m hugely appreciative of the support and help I have received in doing this, as well as all the positive feedback I have received. I´ts been so much fun 🙂 I have also found new friend in all this, not only in those great people translating the posters but also in the creation of the posters, some where created with friend and some with new friends. The Monotasking in a Nutshell poster was created together with the author of the book “Monotasking”, Staffan Nöteberg. The Agile Product Owner in a Nutshell poster was created togehter with Tomer Shalit who is a member of Crisp as a basis for the training we where planning on setting up. The Agile Change Management in a Nutshell poster was created together with Joel Ståhl who is a Agile Coach here at Dandy People. I could not have created any of these poster without their knowledge and collaboration.

Agile in a Nutshell Poster

It’s available in English, French, Italian, Spanish, Turkish, German and Arabic. For free high resolution download just follow the link to the page for the poster.
Here you find Agile in a Nutshell for Download >
Agile in a Nutshell Poster

Product Ownership in a Nutshell Poster

It’s available in English, Italian and Spanish. For free high resolution download just follow the link to the page for the poster.
Here you find Agile Product Ownership in a Nutshell for Download > 
Agile Product Ownership Poster

Agile Change Management Poster

It’s available in English only so far. For free high resolution download just follow the link to the page for the poster.
Here you find Agile Change Management Poster for Download >
Agile Change Management Poster

Monotasking in a Nutshell Poster

It’s available in English and Chinese, more languages are coming up. For free high resolution download just follow the link to the page for the poster.
Here you find Monotasking in a Nutshell Poster for Download >
Monotasking in a Nutshell Poster

Free to download, use and share

The poster is published under Creative Commons License, so please use it and share it as you like. If you are interested in doing a translation to any other languages (Chinese is coming soon) please let me know and I will help you with the file and publish it here in the blog as well.

You are free to:

Share — copy and redistribute the material in any medium or format
Adapt — remix, transform, and build upon the material for any purpose, even commercially.
This license is acceptable for Free Cultural Works.
The licensor cannot revoke these freedoms as long as you follow the license terms.

Under the following terms:

Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
ShareAlike — If you remix, transform, or build upon the material, you must distribute your contributions under the same license as the original.
No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.

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This Friday we had our first “Dandy Friday” with our team, continuing to build the best possible place to work together. We talked about our company culture and did an assessment together, finding out who we are and discussing how we feel about that. We have a human, collaboratively culture as well as a creative and innovative culture. We are fast in adapting to new things and external factors like our clients is equally important to us as how our employees are feeling and doing. We also have a start up culture and we want to go fast.

We also watched the Ted Talk (illustrated) with David Marquet, “Turning the ship around” and reflecting about leadership and how to become a Catalyst Leader. Catalyst Leader is a role at Dandy People since we want to mobilize brainpower in our Dandys and we want every one to grow and become leaders them selves, just like we want to help our clients in the same way. Only someone who are an Catalyst Leader can get the role.

Our strategy is to create the best culture possible. No other strategy is needed 🙂

If you haven’t watched the movie you should.

Here you can read about what we did at our conference using the Business Strategy & Tactics Dialogue Board:

The Lean Business Strategy & Tactics Dialogue Board – Free Download

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Which are the biggest challenges for large corporations today?

The big challenge right now lies in getting leaders to see UX as a strategic matter, as a way to innovate and grow business. To dare to change the entire company’s orientation if necessary. Many organizations need to adapt to customer’s needs, and dare to experiment and do what’s necessary to give people what they want – and that might be something else than we knew about 6 months ago. Corporations need to explore new, creative ways to innovate on business modell, user experience and tech to meet customer demands – many organizations today only innovate in tech, missing out on the huge potential of customer experience and business model. Look how Spotify and the majority of today’s In-game payments work. They offer their service for free but earn money for added value.

Here you can learn more about Simon’s work and contact him if you have need for his services >

Simon Metacci UX Fullstack

What’s your view on UX and the future?

I believe that UX soon will evolve into something I call HX (Human Experience). HX will integrate all areas of experience into one single experience – the human one. With HX, there will be a more human-centric approach, a so-called human-to-human experience instead of business-to-consumer. What we measure and value will also evolve into something different. Instead of measuring KPIs like TimeOnSite or Avg.Revenue the goal will be to encourage collective well-being. Examples of future KPIs would be: SocialValue, PersonalValue, EnvironmentalValue, WorldHappinessImpact, Memorable, HealthImpact, etc. The more a company influence the world in a good way, the greater chance of surviving and strengthen its brand. When leaders realize the potential of User Experience as a differentiator and driver of business value, we as UXers will be able to set these new KPIs and drive this change. (more…)

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Woho! The Agile in a Nutshell poster has now also been translated to Arabic!
Thank you Ayaha Alassaf for your help to make the translation and making it possible to spread it even more 🙂

This poster has already been downloaded almost 20.000 times only in English since October 2016 when I published it for the first time. Here you find all the other languages that it has been translated to, as well as a free Power Point with the graphics.

Free download of the poster in Arabic here >

Arabic Agile in a Nutshell


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I’m interviewing Olga Buchenko, our new experienced Agile Product Owner at Dandy People with a background from Start Up ecosystem, fast moving consumer goods and retail industries. I’m very interested in her experience of how consumer needs can drive digital development and what that might mean for the retail industry today and tomorrow. Olga Buchenko Agile Product Owner

Which are the key trends that you see in the industry today?

A lot of consumers tend to treat the brands and products beyond the product itself and they are expecting to receive an added value from the product’s offering as a combination of the physical product and services around the product’s key value offering. Therefore creating additional services and finding new and exciting ways to drive product trial is a must for the brands to meet new consumers and stay relevant.

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Many thanks to Arie van Bennekum, co-signator of the Agile Manifesto, for sharing his view on the two constant success factors in agile transformations over the years:

  1. Vertical support (buy-in for the change all the way to the top of the organization)
  2. No dogmatism!

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The updated version 1.1 of the poster “Agile Change Management in a Nutshell” is now available for free download! This poster is the latest addition to the “In a Nutshell” series!

The Agile Change Management in a Nutshell poster is available for free download here >
You are welcome to share this link and print as many posters as you want.

Free Agile Change Management Poster

While many change management methodologies contain proven methods based on substantial experience and research, not enough is done to cater for the highly complex nature of change where you can’t simply “plan-and-execute” and get it right the first time. An iterative approach with rapid feedback and gradual learning is therefore suggested here.

Similarly, lean or agile methods risk being not deep enough if only focusing on basic PDCA. We want to include best practice in defining the problem to be solved together with assessment of the change capability of the people and organization going through the change. To assert that improvement has happened beyond a shadow of a doubt in a high-variation environments, statistical significance between baseline and new performance data should be established.

At Dandy People we have therefore combined the best parts of both approaches into what we label Agile Change Management and condensed it into one poster. At the center is the Agile Change Process which is made up of an outer circle representing a change that is needed. It contains both a people track and a system track as both dimensions are needed for change to happen quickly and ensure return on investment. The inner circle is the iterative discovery of what actually works in terms of bringing people and system to work in a new and improved way. The poster is based on concepts from Lean, Agile, DMAIC and the Standard by ACMP.

Training in Agile Change Management

A two-day training class is offered by Dandy People in using the tools and techniques covered in this poster.
See course details and sign up for the Agile Change Management training in Stockholm here >

Change Management - Mia o Joel

Free to download, use and share

The poster is published under Creative Commons License, so please use it and share it as you like. If you are interested in doing a translation to any other languages (Chinese is coming soon) please let me know and I will help you with the file and publish it here in the blog as well.

You are free to:

Share — copy and redistribute the material in any medium or format
Adapt — remix, transform, and build upon the material for any purpose, even commercially.
This license is acceptable for Free Cultural Works.
The licensor cannot revoke these freedoms as long as you follow the license terms.

Under the following terms:

Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
ShareAlike — If you remix, transform, or build upon the material, you must distribute your contributions under the same license as the original.
No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.

Want to help and spread this poster by translation it to your language? Please let us now!

Our other posters in the Nutshell series
Agile in a Nutshell poster >
Monotasking in a Nutshell poster>
Agile Product Ownership in a Nutshell poster >

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The infographic about the Monotasking method has now been translated to Chinese thanks to the translator BigFat. I´m so happy that the poster will also be a recourse in Staffan Nötebergs book “Monotasking” that will be published in Chinese 🙂

Download the high resolution printable Chinese Monotasking poster here (PDF) >

Monotasking in a Nutshell

Free to download, use and share

The poster is published under Creative Commons License, so please use it and share it as you like. If you are interested in doing a translation to any other languages (Chinese is coming soon) please let me know and I will help you with the file and publish it here in the blog as well.

You are free to:

Share — copy and redistribute the material in any medium or format
Adapt — remix, transform, and build upon the material for any purpose, even commercially.
This license is acceptable for Free Cultural Works.
The licensor cannot revoke these freedoms as long as you follow the license terms.

Under the following terms:

Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
ShareAlike — If you remix, transform, or build upon the material, you must distribute your contributions under the same license as the original.
No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.




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Monotasking session Mia and Staffan
A while a go, in the beginning of April, Staffan Nöteberg (The author of the best seller “Pomodoro Technique Illustrated”) asked me if I wanted to create a poster for his method Monotasking. Of course I said “Yes, of course!” even though I had tons of work todo, and was just starting up a new business as well… I believed that I would definitely have time in about two weeks to start with the poster. A couple of months later, in early June we met again at the unconference Agile Sweden (I had still not started with the poster). Staffan was doing a talk about the Monotasking method and one of the things he said I will remember for the rest of my life, he said that there is “a bug in the brain that makes us believe that we will have more time in the future”. I was such a victim for this brain bug 😉

Finally we hit vacation and I had the possibility to prioritize and put the poster on my short list 😀 Today me and Staffan met to do a Monotasking session finishing the last fixes on the poster. So here it is now for all of you who are interested in how to stop procrastinate and get shit done like never before!

Download the poster in high resolution for printing here (PDF) >
Monotasking in a Nutshell


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Det Agila arbetssättet och kraven på snabba leveranser håller på att förändra UX-rollen till att bli produktdesigner, UX-coacher, dom som vågar säga “vi vet inte – ännu”, organisationsdesigners och dom som faktiskt fokusera på det som skapar en bra användarupplevelse. Läsa hela om du vill veta varför…

  1. Användarnytta har blivit ett krav och “affären” har vaknat till liv

Vi vet att användarna vill ha mer än bara snygga och lättanvända gränssnitt som hjälper en att göra det man vill, i dag är det något man kräver och förväntar sig. Det nya är att företagen kräver att produkten också skapar affärs- eller verksamhetsnytta – och förstår att det måste hänga ihop. Att bara bygga antingen lösningar som användarna vill ha räcker inte, det räcker inte heller att vi bygger det affären beställer. Det gör att UXare inte bara behöver förstå sig på användarnas behov och situation, vi behöver också förstå oss på affären och verksamheten och bli balanskonstnärer där emellan för att hjälpa till att innovera på riktigt och skapa nyttiga, användarvänliga OCH affärsmässigt smarta produkter.
-> Därför behöver User Experience Designer blir Produktdesigners. (more…)

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The speedboat format for retrospectives is something I like a lot and have used with teams or even whole organizations (divided into teams). I find it to be a good way for the team to think individually, and then collaborate and define solutions for their problems through visualization. Visualization helps the team to more easily figure out what problems they should solve them selves, and what problems needs to be solved through collaboration between the teams, and what they need to ask management to help with. Some Agile coaches or Scrum Masters only highlight the negative on retrospectives, I believe it is a great thing to focus on the positive and also help the team take action more easily on real issues. It´s the teams responsibility to handle issues within the team, the Agile Coach/Scrum Masters job is to give them the capabilities to do that (not to do it for them).

Download the speedboat retrospective poster in high resolution (PDF) here >

Download the speedboat retrospective Power Point here (instructions and online retro space)>

Speedboat retrospective


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This is a dialogue board, created to facilitate good discussions around business strategy and tactics in a startup. At Dandy People we are using it to start up our consulting business, but it can be used by any type of organisation, or part of an organisation that wants to improve their customer focus, culture, leadership and take action as a team.

Building in Illustrator

At Dandy people we like to build our new business in a way that involves and inspires the people in our organization. To facilitate the discussions we wanted to have on our first mini-conference 2 months after starting up our shop, and after hiring 2 new people, I did this Lean Business Strategy & Tactics Dialogue Board. Off course we had already done som strategy and tactics work already before we started our company, but we felt that we wanted to be transparent and bring our new Dandys onboard with the idea of the company to enable them to feel as involved and motivated as possible. And off course, they are smart and experienced people, so why shouldn’t they be able to help us improve and grow? And I can just say that it worked like a charm 😀

Free download of the board here (as high resolution PDF) >

The Lean Business Dialogue Board

Feel free to use the board if you want, also we would be happy to facilitate the workshops with you and your team if you feel a need for that. Thats kinda what we do at Dandy People 😀

The board consist of 3 areas:

    • Business Strategy
    • Culture and People
    • Tactics


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We are so proud to be able to share this poster translated to Spanish as well. Thank you so much Pablo Lischinsky for this great translation of the Product Ownership poster 🙂 Please feel free to use in your works it and share it as you like.

Here you can download it in high resolution (as PDF) for great big printouts >

Agile Product Ownership Poster in a Nutshell in Spanish

Here you find the original Agile PO poster in English as well >

Agile Product Ownership in a Nutshell – Free Poster

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The Agile Product Ownership in a Nutshell poster that I published a few weeks ago has now been downloaded over 1000 times already, and there has been lots of great feedback. It is so great to see how it is being used all over the world. Now it has been translated to Italian as well thanks to the wonderful Angela Maile. Thank you so much Angela!

You can download the Free Italian poster here in high resolution for great print out (PDF) >

Italian Agile Product Ownership in a Nutshell

Here is Angelas blog >

Here you find the original Agile PO poster in English as well >

Agile Product Ownership in a Nutshell – Free Poster

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As many of you might know, the product owner role is perhaps the most difficult role in the Agile setup. It sometimes feels like it takes super powers to manage. Here I have tried to capture some of the important mindsets, processes and tools that I find valuable for coaching and training Product Owners and Agile Teams and leaders.

As a product Owner you need an understanding of what value the business wants to accomplish (not necessary how the business works), strategic and tactical skills in the craft of product development (mostly done by slicing), ability to work together with the team in the discovery process and with the stakeholders to understand their needs and goals and great communication skills to manage expectations.

UPDATE MAY 22nd: Now you can download this poster in Italian as well >

UPDATE JUNE 4th: Now you can download this poster in Spanish as well >

Download the Free Agile in a Nutshell Poster for download as high resolution (PDF) >
Product Ownership Poster

As Agile practices proves to work better than other practices and spreads, it starts to involve the organization outside of IT or the development department. When companies start moving towards a more Agile organization across the silos, they might realize they are missing actual product owners and a product owner organization with representation from the business, and they bring in people from the business side to the PO role. What might strike many new product owners is how different the Agile way of working is (usually they love it), and how different the PO role is from their earlier experiences, maybe as a mid level manager. The product ownership is about NOT managing the details, NOR the people. It´s NOT EVEN about knowing what the solution should be. It might off course seem a bit frightening and confusing to some people, depending of the company culture off course, to focus on vision and learning along the way what is the right thing to do.

The Agile Product Ownership (not role) is about trusting in the capabilities of the team, and the process of learning as a team, prototyping and testing to find what is valuable and deliver piece by piece. The every day of Agile business and working as a Product Owner is about delivering value. And it is so rewarding when you know that you can do that, even though you in the early stages had no idea what the solution would feel like or look like, and that was probably the only thing you could agree about 🙂 Being able to trust that process and using proper methods to learn and deliver valuable solutions piece by piece, and doing it over and over again. That is what good product ownership is about – and it´s teamwork, not a one mans job. (more…)

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Cynefin Framework

Time: 20 – 30 min
This simulation needs a group of at least 8-10 people, or better 20 people, and a big space where they can spread out and move around to give impact. The simulation isn’t time based, it doesn’t matter how long it takes the group so no stress is put on them, it is purely tasked based.

Read more about Cynefin by Dave Snowden on Wikipedia >

Here you can download the Cynefin Framework poster (PDF) for high resolution >

1. Stand in order of height – Simple or Obvious

Give the instruction: “place your self so that you stand in the order of hight”.
This is usually easily done. Sometimes you can observe that someone acts as a project manager, telling people where to move.

Ask the question to the group: How difficult on a scale 1-10 was this?

Approximate point of discussion
It was easy, you could easily make quick decisions on where to stand just by looking. You didn’t need to do any research or create a strategy. It was easy to act. If they had a PM you can talk about that and if it was ok to act as an PM in this project. (more…)

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Free Agile in a Nutshell poster
My Agile in a Nutshell poster with a spice of lean UX that I posted on my Crisp blog in October 2016 has now been downloaded over 18.000 times, and translated to French, Spanish and Turkish! I´m just amazed by all the positive feedback this little piece of Agile infographic has created. It´s just totally crazy – and also so great to see so many people all around the world finding it interesting and wanting to help out to give feedback, translate and use it in their daily work.

Thank you all!

Download high resolution PDF of the poster:

Here you can download the Agile in a Nutshell original poster in English for free >

Here is the French Version >

Here is the Spanish Version >

Here is the Turkish Version >

Here is the Arabic Version >

Here is the German Version >

This post is just to collect all links to all languages as well as the updated original poster in one page. Im also adding a free Power Point with all the graphics that you are also free to use.

Free Power Point slides of all the infographics:


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Transformationen har alltid pågått, det går bara mycket fortare nu i och med digitaliseringen. Antingen drar man nytta av möjligheterna och förbättrar sin organisation, process och produkt, eller så blir man omkörd.

Konkurrensfördelen i mindre bolag, är att man enkelt kan föra dialog mellan viktiga funktioner i företaget och snabbt få ut sina produkter. Stora företag saknar ofta den möjligheten och är därför långsamma att anpassa sina strategier och erbjudanden efter nya behov och efterfrågan på marknaden.

Ett tydligt exempel är samarbetet mellan affärs- och tekniksidan där vi idag ser stor potential hos de flesta företag. De stora möjligheterna ligger ofta i ökad snabbrörlighet av affären och ett mer kundcentrerat arbetssätt. Snabbare beslut som rör erbjudandet ger minskade ledtider och ökad time to market vilket ofta ger starkt positiv påverkan av affären.

Det är här vi kan hjälpa till. Nya agila arbetssätt som sätter människan i centrum och fungerar tvärs över hela organisationen ger engagemang och starka relationer mellan företagets olika funktioner med korta beslutsvägar och stark innovationskraft. Stora företag kan behålla sina stordriftsfördelar, samtidigt som de blir lika snabba och flexibla som en startup i att ta hand om nya ideér och möjligheter som dyker upp.


“Det viktiga är att människorna får så mycket kunskap som möjligt, så fort som möjligt, och därefter kan justera planen” – Mia

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Den Agila upphandlingskonferensen Lyckade upphandlingar
Den 21a februari höll vi vår andra konferens, “Lyckade upphandlingar” för att sprida ljus över hur vi kan upphandla Agil utveckling även inom LOU. Förra våren anordnade vi (agilakontrakt.se) en konferens i Köpenhamn och nu var vi i Stockholm. Vi blev ganska precis 50 taggade personer, både jurister, kunder i offentlig sektor, folk från upphandlingsmyndigheten (yes!), leverantörer och konsulter som hade samlats för att bli inspirerade, dela med sig och ta del av erfarenheter och kunskap kring Agil upphandling.

Först vill jag bara säga att anledningen till att jag engagerar mig i den här frågan inte alls är att jag kan upphandling – eller LOU, men däremot har jag lång erfarenhet av hur man med Lean UX och Agil metodik skapar digitala tjänster och produkter som löser riktiga problem, och det är den möjligheten jag vill skapa – speciellt när det gäller stora komplexa lösningar där det verkar omöjligt för många i dag att göra rätt. Jag ser år ut och år in alldeles för många upphandlingar göras i dag i Sverige där man inte ger projektet eller programmet den möjligheten, möjligheten att hitta och förstå vad de verkliga behoven och problemen är och tillsammans lösa dom. Jag har själv blivit drabbad av den typen av projekt, även lyckats vända ett par av dom till att faktiskt få arbeta Agilt och leverera värde. Men det är frustrerande, väldigt frustrerande, och väldigt, väldigt kostsamt och onödigt. (more…)

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Nyckeln till en lyckad upphandling är ett Agilt upphandlingsförfarande som lägger tonvikten på användarcentrerad utveckling och mätbara effektmål. Så går det tyvärr väldigt sällan till i verkligheten, är du intresserad av att veta mer ska du se filmen, och läsa bloggposten.

Jag har som flera av er säkert vet engagerat mig under ca 2,5 år tillsammans med ett par kollegor för att lyfta frågan kring hur en bra upphandling skulle kunna genomföras inom LOU för att ge möjlighet till bättre leveranser som löser riktiga problem och skapar önskad effekt. Framför allt har det här arbetet inneburit att vi har letat upp ett antal lyckade exempel från offentlig sektor där man har upphandlat Agilt och fått lyckade leveranser i tid och på budget. Det har varit svåra exempel att hitta, både på grund av att dom tyvärr är alldeles (på tok) för få, och att man tydligen inte riktigt känner sig trygg i att berätta HUR man gjorde upphandlingen.

Our Trainings
2 Day Training – Certified ScrumMaster® – CSM – Stockholm
Target Group: Anyone who have the need a deeper understanding of Scrum and Agile, and for you who will start in the role of the Scrum Master.
Teachers: Evelyn Tian