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Since we like to have fun and laugh here at Dandy People we did an Agile Advent Calendar last year full of Agile inspired Dad Jokes, so if you missed it we have the wrap up for you here.

December 1

Cycle time is a measure of the elapsed time when work starts on a product or feature until it’s ready for delivery. Cycle time tells how long (in calendar time) it takes to complete the product, also including non value adding time (waiting time).

Thanks to our Dandys Rachael Gibb for the idea, and to Mia Kolmodin for the modelling 👏
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– And why on earth am I even doing this???

I just took on the most challenging client–MYSELF.

Inspired by friends who are marathoners, I decided to cultivate what I’m calling a Marathon Mindset. I’m coaching myself towards achieving increased flow in the presence of variability. My aspiration is to emerge from this COVID-19 crisis a better person. Through this process, which involves training for an actual marathon, I’m learning that my own barriers and obstacles to “become a marathoner” are similar to those experienced by organizations wanting to “become agile”. This aha moment was unexpected, but transformative as an Agile Coach. I now believe the Marathon Mindset is the Agile Mindset because it simultaneously fosters both stability and agility through continuous and incremental evolution instead of a big bang transformation. Below I share some insights into what I’m learning for the benefit of Agile change agents everywhere.

This is me trying on my brand new Stockholm Half Marathon t-shirt. Cool, huh?

Our health is the most important thing we have. Our health is something that we as people, leaders, colleagues, employees and employers should hold as our highest priority. It is not enough to offer a wellness allowance, there must be room for wellness, reflection and recovery during work hours.

My work causes me both stress, anxiety and feelings of not being enough. And how is it right that I need my private time to compensate for that? I believe that my work hours should include everything I need to be able to do my job in the best possible way. For me, this means that I need space between meetings to process what has been said and time to prepare for the next meeting. I need time alone for my thoughts and reflections to be able to work out the best solution to a problem, create a good setup for the next meeting, or think about how to handle a situation.

As a leader, I owe those that follow me to think before I act. I owe them to be prepared for a meeting, to reflect on situations before I make decisions and think trough how I will handle a conflict. I also need space to learn new things, to read about research and new methods of leadership, team and psychological safety. This is important for me to be able to do my job, in the way that I want to do it.

I also need time when the brain can recover and turn off all impressions and thoughts. Where I have the opportunity to connect to my body that carries me through my work day. For me, it is yoga, which I often practice at lunchtime or before I go home. For you it might be a walk in the park, a horse back ride, a run around the nearby lake or to walk your dog. The important thing is that you know exactly what you need to have a sustainable work situation. Regardless, we all need recovery as part of our work day to be able to get through it, and the next day, and the next.


Agility is about adapting and delivering value. More and more organisations are discovering that they either need to get on the agile train or fall hopelessly behind. 

Many of them turn to frameworks to adapt agile ways of  working. But what they get is another framework that will sit  on top of  the others and cause more confusion and frustration. What they need is to focus on the real problems like organisation, leadership  and culture. I’m going to use SAFe as an example in this text (there are other frameworks trying to solve this out there but I know more about SAFe).

A framework with a clear hierarchical role chart, process arrows, planning cycles and new roles is a way of satisfying the controlling part of an organisation. And it is exactly this part that we need to remove, if we want to be truly agile. To dare go down the agile road you need trust from leaders and in many organisations that is the exact thing they are lacking. So their own fear of losing control drives them to turn to things their recognize, roles and hierarchy, processes and planning, things that are feeding the controlling needs and is satisfying their own fears.

When introducing a framework like SAFe you are forced to focus on roles and planning cycles instead of culture, organisation and leadership. To get the right people in these roles is not an easy task an one that is impossible if there are no people with an agile mindset in the organisation. When people without agile mindset take on these roles what we get is another gant chart and detailed planning that will not adapt to the changing needs of the customer.


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I was so happy this morning when I found this article in my favourite magazine, the Harvard Business Review. As always all articles are based on research and as many times before I see a strong connection to my work with Agile organization, teams and innovation.

In the fresh research done by ADP research Institute 2019 on employee engagement and published in the Harvard Business Review they discovered the power of well functioning teams and trust to engage employees.

The sad state of Employee Engagement in organizations today where the vast majority of employees globally aren’t fully engaged in their work. This research concludes just as many other before that the engagement level generally is alarmingly low in most organizations – only 16% feel fully engaged in their work and 84% are just coming to work to get their pay check.

The researchers also concludes that the share of employees who are fully engaged more than doubles if they are on teams, and not just any teams but well functioning teams.

The power of trust. As noted the share of employees who are fully engaged more than doubles if they are on a team, and it MORE DOUBLES AGAIN if they strongly trust the team leader.

These are the powerful questions asked in the research

  1. I am really enthusiastic about the mission of my company.
  2. At work, I clearly understand what is expected of me.
  3. In my team, I am surrounded by people who share my values.
  4. I have the chance to use my strengths every day at work.
  5. My teammates have my back.
  6. I know I will be recognized for excellent work.
  7. I have great confidence in my company’s future.
  8. In my work, I am always challenged to grow.


ADP research Institute 2019 and published in the Harvard Business Review. Read the article on HBR here >


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This years State of Agile Report from Version One is out!

The report is based on over 1.300 answers 17% Version One customers. New for this year is that cost reduction is primary driver for Agile change and that respondents are clear on that Dev Ops is VERY important as well as investment is vital for success in scaling Agile.

Biggest obstacles for adopting Agile 2019

  • Organizational culture at odds with Agile values
  • Organizational resistance to to change
  • Inadequate management support and sponsorship

Investment is vital for success in scaling Agile

When asked what has been the most valuable in helping to scale Agile practices the top three responses were “Internal Agile coaches”, “Executive sponsorship”, and “Company-provided training”. All three of these point to a commitment to invest in success. In last years survey, Executive sponsorship ranked fifth, and company provided training did not rank in the top 5.

Version one state of agile report

Looking for a shift towards engagement and empowerment as a driver

I personally hope that moving forward transformation to Agile will be the long term strategy for organizations that want to empower their people and reach really high employee engagement and customer happiness – instead of cost reduction. Two sides of the same coin of course, one long term and one short term. To make this happen we need to support the managers to find the way to create safe environments, restructure the system to create flow and connect people with the purpose enabling them to succeed. If this is what you are looking for in your organization we are happy to join forces with you and support you on this journey as partners.

Read the full report on the State of Agile from Version One here >

We are exposed to an incredible number of impressions in one day. We are met by advertising on the way to work, pictures on instagrams and ads on facebook, emails about fantastic offers and news from all over the world. At work, we are often met by policies, attitudes, expectations of others and performance reviews. Not being able to sort in this and finding your own meaning and purpose can create stress, uncertainty and a feeling of being overwhelmed. The importance of being able to lead yourself, and others, to create a sustainable lifestyle has never been as big as now.


Your values ​​and your why

I see the personal leadership as something that needs to grow when you find your own values ​​and purpose. “Start with why” was founded by Simon Sinek, he says that organizations need to start by establishing why they exist before they can start talking about how and what they do. It is fully applicable to the personal leadership as well,  you need to find your own “WHY” before you know what to do and how.

To find your own WHY, you first need to know your values. What is most important to me? You can do this by listening inwards, by turning off all impressions and expectations from the outside world. To ignore the template that society is trying to put us all into and listen to yourself. There is much talk about meditation and that it is the only way to listen inward, but I think that when you do something that you love, whether it is to meditate, yoga, paint, walk your dog, ride or run, it is your opportunity to hear your inner voice . The one who says what you really like and value. The key is to listen and above all to trust what that voice is saying. Trust yourself, that you know best what is right for you.

Based on your values, the why is easier to find. My WHY statement is:
“I empower myself and the people around me so we can become the best people that we can be”.

Exercise WHY statement

To write your WHY statement, follow these guidelines:

  • Simple and clear
  • Only one sentence
  • Language you use yourself
  • Work both at work and in private
  • Write several until you find the right one

Safety and learning

To feel that your purpose is being fulfilled and developed, our sense of security and learning is important. The human instincts are the same today as they were in the stone-age and our brain is divided into three motivational systems. The model created by Paul Gilbert consists of the red threat system, the blue drive system and the green soothing system.


The challenge

How do I do a retrospective that feels like a live meeting though we are distributed?

I have recently started working with a new team. We are distributed in two locations with a 7-hour time difference. We have not met in person (yet). We use slack for our daily communication, using it both for text communication and audio calls. In the retrospectives we always use video since it’s so much better to get the feeling of being closer to each other.

My team had a history of using the 4L retrospective technique every sprint for a long time. They used slack video call and confluence for documentation during the meeting.

I wanted to do something different, and I wanted the retro to be as much like a live meeting as possible.

The solution

I read about the Speedboat retro and really wanted to try it, but I was not sure how I could make it work with the team being distributed.

I had a vision of us using an online sticky tool and putting our stickies on the picture of the pirate ship.


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We’re so happy to share our Pattern Cards for Successful Agile Change now also in Spanish! Here you can download the 27 pattern cards for free and use them within your organization or with your clients.

Here you can download the Pattern Cards in Spanish for Free (PDF) >

If you like to get inspiration on how to use the cards you can find out more here and also download the the original English version of the pattern cards >


Spanish Agile Pattern Cards

In our breakfast seminar ”Agile change management” the participants each get a deck of Pattern Cards and are asked to choose the pattern that is most challenging for them right now.

Over 100 people have been asked this question. These are the top 3 challenges:

  1. WIP – limit work in progress
  2. Optimize for flow
  3. Minimal bureaucracy

Wip limit pattern card

What is WIP?

WIP is an acronym for Work In Progress and basically means how many different things are being worked on at the same time.

Many agile methods, like Kanban, strives to limit WIP, to reduce the number of concurrent initiatives.

Why should I limit WIP?

When you have many concurrent initiatives, working on many different things at the same time, you might feel effective, but in truth you are not.


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Équipes multidisciplinaires Agile

x-funktional teamLes équipes multidisciplinaires sont des équipes avec toutes les expertises néecessaires pour créer un produit et le mettre en production. Cependant, il ne suffit pas de rassembler un groupe de personnes différentes et de s’attendre à ce qu’elles agissent en équipe. Ce jeu essaie de montrer les conséquences du maintien d’une expertise et d’un rôle unique par les membres d’une équipe.

X-team silos game french

Instructions Préparatifs

Vous avez besoin de 48 morceaux de lego par jeu et par équipe, et ils doivent être dans 4 couleurs différentes, jaune, blanc, rouge et bleu. (more…)

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I just had the pleasure of buying a new apartment that needed some serious love. I liked the place from first glance and I feel in love. So I went for it, how hard can it be to do a complete makeover? =)

Have I executed complete renovations projects before? No. Do I have the time? Not really. Can I afford to involve a complete team of experts and designers and let them handle the whole renovation completely? Not quite. Do I know exactly what I want and need? I wish.

This reminds me of many agile transformation projects. No previous experience. Big gap between expectations and effort level. And many companies have little to no understanding of what they want and need.


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T-shape is about growing skills in people that might not be in within their core expert competence area. When coaching leaders, teams and organizations we’ve noticed that building T-shape is often a game changer that makes a big impact – but it might sometimes be more tricky than you think.

This is one of the 27 patterns for Successful Agile Change that you can download for free here >

When transforming to an Agile organization we often move from expert teams to cross functional teams. Growing t-shape is a way to enable the cross functional team to collaborate better and it helps them to work as a team instead of a group, meaning solving problems together instead of working as a mini-waterfall within the team. This helps the team become high performance and enables them to innovate and create better solutions.

Resistance to sharing competence and what to do about it

My experience is that organizations that have a strong expert culture may have more difficulties to become T-shape. Since you then might also need to change the culture from a hero culture to a team-playing culture, it can take some time. People might also struggle to keep their expert role since it makes them feel safe and perhaps it has also previously been the only way to make a career, get higher pay as well as also informal power. Changes might then be needed in how the structures are set up around roles and responsibilities before you start the coaching around T-shape.

In many organizations who want to enable high performance teams and T-shape, titels and roles are changed to simply “team members”, and instead we talk about competences, which is your T-shape. As a leader, you could support by help showing how the skill and performance of the team is more important than the expertise of individuals by perhaps celebrating as one team instead of highlighting individual performance.

Different leadership styles for developing skills in employees

In the Harvard Business Review I found this article that describes the research done on leaders and how they grow competence. According to their research there are 4 different leadership styles for developing skills in employees.

The different coaching styles of a leader: (more…)

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Free Pattern cards for Agile Change - 5 new

Our popular free Pattern Cards for successful Agile Change are now updated with 5 more patterns, totally 27 cards.

So far over 500 downloads + handouts of 400 physical printed cards and reports from people using them shows they bring value and enable structured conversations in leadership teams no matter what type of organization.

Free Download of the Pattern Cards For Successful Agile Change (PDF) >

– Stable Teams
– Reflection
– T-shaped People
– Distributed Decision Making
– Impediments Removal

Feel free to download and use them. Here you’ll also find examples of how to use them >


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  1. Idag pÄ ValborgsmÀssoafton Àr det tradition att brÀnna upp det gamla och vÀlkomna in det nya!

Det Ă€r i den andan jag sjĂ€lv vill se den artikel som Catrin Brodin tillsammans med ett tjugotal av oss som arbetar med förĂ€ndringsledning har skrivit. Du hittar artikeln hĂ€r. Vi sĂ€tter sökarljuset pĂ„ vad som fungerar inom förĂ€ndringsledning och vad som inte gör det – och helst borde ha slĂ€ngts pĂ„ valborgsbrasan redan för mĂ„nga Ă„r sen! NĂ„gra konstigheter Ă€r det inte: Bristande stöd frĂ„n ledningen, otydligt syfte och mĂ„l samt underskattning av hur stor insats det krĂ€vs för att förĂ€ndra. Dessa fel Ă„terkommer lika envist som Valborgsafton sjĂ€lvt.

Även i andra lĂ€nder dĂ€r det istĂ€llet heter Walpurgisnacht eller Saint Walburga’s Eve hittar vi dessa problem. TvĂ„ internationella undersökningar visar att nyckelfaktorerna för framgĂ„ngsrik förĂ€ndringsledning inte skiljer sig Ă„t mycket eftersom det Ă€r samma utmaningar vi alla behöver hantera. IBM’s egen undersökning hĂ€r ovan belyser vikten av ledarskap frĂ„n de som sponsrar en förĂ€ndring och en vision som delas av de som pĂ„verkas av en förĂ€ndring. PROSCI som slĂ€ppt sin Executive Summary of Best Practices – 2018 berĂ€ttar att det nu Ă€r tionde undersökningen i rad dĂ€r aktivt och synligt stöd för förĂ€ndring frĂ„n högsta ledningens sida toppar listan av framgĂ„ngsfaktorer.

Kan en orsakerna bakom att det ÀndÄ brister vara att man underskattar komplexiteten i förÀndring och tror att det frÄn ledningens sida rÀcker med att visa sitt stöd vid kick-off? Alla ni som anvÀnder agil metodik vet att det Àr ett stÀndigt utforskande och omprövande vartefter man lÀr sig nya saker. Kan det vara bra att ha ledningens stöd Àven lÀngs med denna krokiga vÀg och inte bara i början? Dela gÀrna med dig dina tankar hÀr nedan. Kom gÀrna och diskutera pÄ nÄgot av vÄra gratis frukostseminarium om Agil FörÀndringsledning.

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Many times while coaching people we want to be able to quickly give people new perspectives, food for thought and bring people together around shared understandings and common goals. Thats why we created these pattern cards for successful Agile transformation, to enable engaging discussions. Please feel free to download and use them you too if you feel they can help you to create valuable dialogues too.

You can also purchase these decks of cards in our Online Shop >

EDIT: Updated Pattern Cards (May 8) with 5 additional patterns

– Stable Teams
– Reflection
– T-shaped People
– Distributed Decision Making
– Impediments Removal

Free Download of the Pattern Cards For Successful Agile Change (PDF) >

The different cards are visualizing patterns that we have seen to be the most important to succeed with Agile transformation and scaling Agile organizations.

patterns for successful Agile change

Suggestion of how to use the pattern cards

You can probably use them in many different ways. Here is how we have used them with leadership teams most of the times.

Group people in smaller groups, 3-5 people. Give them a time box of 10-15 min to prioritize the 5 cards they find would bring the most value to focus on in the next period (3 – 6 months perhaps). (more…)

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When Agile becomes something for the whole organization leadership needs to adapt to support Agile values and principles. Take the opportunity to give energy and grow a leadership that supports an organization fit for the future. Let’s build an Agile Mindset that can change how leaders act in their daily activities, how they lead people and business, form organizations and governance.

Free Download of the English Agile leadership in a Nutshell poster in High resolution (PDF)

French Translation of this poster >

Portuguese Translation of this poster >

Spanish Translation of this poster >

Italian Translation of this poster >

EDIT 2021: The poster is now updated to ver 1.2 with some improvements and better connection to transformational leadership and theory X and Y.

This poster is for me a way to visualize key concepts for how to lead with an Agile Mindset. At Dandy People we use it in our Agile coaching and training. We hope you as well can have use for it in your work. Please let us know if you have any feedback or questions on this poster.

To Lead in Complexity

The basis for Agile leadership is that we need to have a leadership that works in complexity – that support flexibility, transparency, collaboration and authonomy to enable the “workers” to make smart tactical and operative decisions to reach well defined impact goals. There are several common leadership concepts that support this kind of leadership;

  • Catalyst Leadership
  • Management 3.0
  • Systems Thinking
  • Servant Leadership

Three leadership Styles

In the poster there are three leadership styles visualized;

  • Catalyst Leadership (Best for Agile)
  • Achiever
  • Expert

The infographic contains numerous of illustrations to visualize some of the behaviours of each leadership style. I believe (without perhaps any support from research) that you can change leadership style to become a Catalyst Leader if  you make this decision, practice and work on it. I also believe that the environment we live and act in shapes how we behave and what we might see as good leadership.

Agile Mindset and what it might mean in Reality

When you understand that Agile actually is a way of thinking, a mindset, and not a process ot tools, it usually unlocks the “next level” in your game. But many leaders might find it quite difficult to put the Agile mindset to practice in reality. What does it really mean for governance? How do we build organizations, create good salary models, plan our projects, grow our staffs knowledge, build teams…? I have covered just a tiny part of that in this poster, the list could go on forever I know.

Need Coaching and Training for Agile Leadership?
Coaching Agile Leadership

If you need help to reshape the leadership in your organization to support your Agile journey, let us know and we’ll happily join forces with you to coach and train your managers and every one else who can become leaders. (more…)

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Many Agile teams are struggling to connect user experience and the design process with Agile ways of working and often Scrum. In this Poster (and post) IÂŽm trying to describe the connection, and how you can collaborate in the team to learn more about user needs and solutions to solve real user problems together. IÂŽve been using this poster for over a year in my combined PO and UX training (Build the Right Product – Innovation through Collaboration & Design Thinking) and in my Agile coaching.

Download the Agile User Experience in a Nutshell in high resolution (PDF) >

Download in Portuguese >

Download in Spanish >

Agile User Experience in a Nutshell Poster

My hope is that this poster might give some guidance in how User Experience can work in an Agile setup in combination with the posters; Agile Product Ownership in a Nutshell and Agile in a Nutshell (with a spice of Lean UX).

What does UX mean?

UX stands for User Experience. Basically, the expected and needed user experience of the service or digital product to meet user and business goals. To connect user needs and business goals is basic when working with user experience, it is basic to meet users and understand who they are – and involve and understand stakeholders. Any team can work with UX as long as they get to do this, and have the methods and processes to do it in a structured and effective way. (more…)

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Great news! The Agile in a Nutshell poster is now also available in Russian thanks to Alexey Krivitsky. Thank you so much Alexey for your help 🙂

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.

Here you can Download the Agile in a Nutshell Russian poster for Free (PDF)Russian agile in a nutshell

All other Agile posters in all languages can be found through the Agile Explained Infographic Collection page >

Here you can visit Alexeys blog (scrum.ua) with the Russian poster as well >

Free to download, use and share

The poster and other content 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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Last blog I wrote about how we coached and supported the management group to identify next steps in their agile transformation. One of the actions was to change the teams to become Feature teams. Teams who have all needed competences to deliver end customer value.  This blog I will describe how I facilitated the Feature team self selection workshop.

Overall agenda for the workshop

Each step of the workshop is described in a few more words under each heading in the blogpost. I described the overall workshop process with a flip chart that you can see below to make the workshop process easy to understand for all participants.

  • Presentation of Self selection boundaries
  • Product Owner present example deliveries from the backlog
  •  All prepare their own “avatar” with skills
  • Collaboration and self selection
  • Each new team validate towards boundaries
  • Each team identify concerns with their team setup
  • Repeat 4-7 until we reach our goal “Good enough for now, Safe enough to try”
  • Short retrospective

Presentation of Self Selection boundaries

We had a few rules to guide them in their self selection and collaboration efforts to identify Feature teams.;

  • Do what is best for the company
  • Go for teams that is close to equal in size, experience and competence
  • We want self managing teams able to deliver on the example backlog items
  • We want teams who learn how to collaborate and share knowledge to develop as a team over time


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I dag kick-startade vi vĂ„ra frukostförelĂ€sningar hos oss pĂ„ Dandy People. Det blev fullt hus med gamla och nya vĂ€nner. God stĂ€mning och frukost, samt mycket spĂ€nnande diskussioner med högt i tak. Dagens bĂ€sta citat stod nog Benny Forsberg för nĂ€r det var dags för diskussionerna -“Hur mĂ„nga dörrar kan man slĂ„ upp pĂ„ en morgon egentligen :)”. Lika delar igenkĂ€nning, provokation, nya inspirerande lösningar och lyckade exempel verkar vara en bra mix 🙂

Jag hÄller tummarna för att visioner och goda ideér till förÀndrat arbetsÀtt och ledarskap fick nÀring i dag, och att dom kommer att fortsÀtta att spira pÄ fler hÄll i framtiden.

HÀr Àr beskrivningen av presentationen:

NÀr kunderna krÀver bÀttre digitala tjÀnster och produkter behöver företagen hitta nya sÀtt 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 krÀvs medvetenhet hos ledning och ett strategiskt ledningsbeslut.Den hÀr förelÀsningen riktar sig till nyfikna ledare som vill möjliggöra kundfokus och innovation.

Mia gÄr igenom trender och nya tankesÀtt kring hur man organiserar sig och leder arbetet pÄ ett mÄlstyrt sÀtt för att mobilisera hjÀrnkraft med korsfunktionella och autonoma team som snabbare kan leverera rÀtt produkter och tjÀnster. Mia visar Àven modeller för hur organisationer kan arbeta strukturerat med innovation och kundfokus för att vÀlja att bli en haj i stÀllet för en snigel samt riktiga exempel pÄ den hÀr typen av transformation frÄn olika typer av branscher.

Är ni intresserade sĂ„ kan vi ocksĂ„ förelĂ€sa internt hos er pĂ„ er arbetsplats exklusivt med den hĂ€r presentationen, eller nĂ„gon annan inom Agil förĂ€ndringsledning, ledarskap, Lean UX, produktledning, skalat Agilt arbetssĂ€tt, Agil upphandling eller annat Ă€mne som passar er. Kontakta oss enklast hĂ€r >

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

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Thanks to Mirko Kleiner at Flowdays the Agile in a Nutshell poster has now been translated to German as well! Hope you find it useful, and thank you so much Mirko for your friendship and help with this!

Here you can Download the German poster for Free as a high-resolution PDF >
AGile in a Nutshell German poster

German Agile in a Nutshell poster

All other Agile posters in all languages can be found through the Agile Explained Infographic Collection page >

Free to download, use and share

The poster and other content 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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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

All other Agile posters in all languages can be found through the Agile Explained Infographic Collection page >


Free to download, use and share

The poster and other content 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.
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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 >

Portuguese >
Spanish >
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.

Change Management - Mia o Joel

Free to download, use and share


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Det Agila arbetssĂ€ttet och kraven pĂ„ snabba leveranser hĂ„ller pĂ„ att förĂ€ndra UX-rollen till att bli produktdesigner, UX-coacher, dom som vĂ„gar sĂ€ga “vi vet inte – Ă€nnu”, organisationsdesigners och dom som faktiskt fokusera pĂ„ det som skapar en bra anvĂ€ndarupplevelse. LĂ€sa hela om du vill veta varför…

  1. AnvĂ€ndarnytta har blivit ett krav och “affĂ€ren” har vaknat till liv

Vi vet att anvĂ€ndarna vill ha mer Ă€n bara snygga och lĂ€ttanvĂ€nda grĂ€nssnitt som hjĂ€lper en att göra det man vill, i dag Ă€r det nĂ„got man krĂ€ver och förvĂ€ntar sig. Det nya Ă€r att företagen krĂ€ver att produkten ocksĂ„ skapar affĂ€rs- eller verksamhetsnytta – och förstĂ„r att det mĂ„ste hĂ€nga ihop. Att bara bygga antingen lösningar som anvĂ€ndarna vill ha rĂ€cker inte, det rĂ€cker inte heller att vi bygger det affĂ€ren bestĂ€ller. Det gör att UXare inte bara behöver förstĂ„ sig pĂ„ anvĂ€ndarnas behov och situation, vi behöver ocksĂ„ förstĂ„ oss pĂ„ affĂ€ren och verksamheten och bli balanskonstnĂ€rer dĂ€r emellan för att hjĂ€lpa till att innovera pĂ„ riktigt och skapa nyttiga, anvĂ€ndarvĂ€nliga OCH affĂ€rsmĂ€ssigt smarta produkter.
-> DĂ€rför behöver User Experience Designer blir Produktdesigners. (more…)

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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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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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Den Agila upphandlingskonferensen Lyckade upphandlingar
Den 21a februari höll vi vĂ„r andra konferens, “Lyckade upphandlingar” för att sprida ljus över hur vi kan upphandla Agil utveckling Ă€ven inom LOU. Förra vĂ„ren anordnade vi (agilakontrakt.se) en konferens i Köpenhamn och nu var vi i Stockholm. Vi blev ganska precis 50 taggade personer, bĂ„de jurister, kunder i offentlig sektor, folk frĂ„n 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 sĂ€ga att anledningen till att jag engagerar mig i den hĂ€r frĂ„gan inte alls Ă€r att jag kan upphandling – eller LOU, men dĂ€remot har jag lĂ„ng erfarenhet av hur man med Lean UX och Agil metodik skapar digitala tjĂ€nster och produkter som löser riktiga problem, och det Ă€r den möjligheten jag vill skapa – speciellt nĂ€r det gĂ€ller stora komplexa lösningar dĂ€r det verkar omöjligt för mĂ„nga i dag att göra rĂ€tt. Jag ser Ă„r ut och Ă„r in alldeles för mĂ„nga upphandlingar göras i dag i Sverige dĂ€r man inte ger projektet eller programmet den möjligheten, möjligheten att hitta och förstĂ„ vad de verkliga behoven och problemen Ă€r och tillsammans lösa dom. Jag har sjĂ€lv blivit drabbad av den typen av projekt, Ă€ven lyckats vĂ€nda ett par av dom till att faktiskt fĂ„ arbeta Agilt och leverera vĂ€rde. Men det Ă€r frustrerande, vĂ€ldigt frustrerande, och vĂ€ldigt, vĂ€ldigt kostsamt och onödigt. (more…)

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Nyckeln till en lyckad upphandling Àr ett Agilt upphandlingsförfarande som lÀgger tonvikten pÄ anvÀndarcentrerad utveckling och mÀtbara effektmÄl. SÄ gÄr det tyvÀrr vÀldigt sÀllan till i verkligheten, Àr du intresserad av att veta mer ska du se filmen, och lÀsa bloggposten.

Jag har som flera av er sÀkert vet engagerat mig under ca 2,5 Är tillsammans med ett par kollegor för att lyfta frÄgan kring hur en bra upphandling skulle kunna genomföras inom LOU för att ge möjlighet till bÀttre leveranser som löser riktiga problem och skapar önskad effekt. Framför allt har det hÀr arbetet inneburit att vi har letat upp ett antal lyckade exempel frÄn offentlig sektor dÀr man har upphandlat Agilt och fÄtt lyckade leveranser i tid och pÄ budget. Det har varit svÄra exempel att hitta, bÄde pÄ grund av att dom tyvÀrr Àr alldeles (pÄ tok) för fÄ, och att man tydligen inte riktigt kÀnner sig trygg i att berÀtta HUR man gjorde upphandlingen.

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This is a poster I made for a Agile intro class at Hyper Island Digital Business class 2017 where I and my colleague Per Lundholm was last week. The class was as big as 40 people, and covering from a couple of experts to mostly total novelty, which is usually the most difficult type of situation for a teacher or coach. But it went well, maybe not all thanks to the poster 😉 but it sure made it a lot easier for both me and Per as teachers, as well as the students who could follow more easily as well as take notes.

Free poster on Agile in a Nutshell
Agile in a Nutshell poster - Free download

Free Download of the poster on Agile in a Nutshell here (PDF)

EDIT 1: Due to some companies restricted IT policies the poster is now available directly here in the blogpost and not in Dropbox. Thank you for that feedback!

This poster covers both briefly the background to why we work Agile, some history and problems as well as values and principles. It also covers the difference between waterfall development and Agile in two aspects and the most common Agile practice, basic Scrum. Also I added some Lean practices to the mix to add a more advanced level to it.

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Talare och arrangörer av ACPN 2016

Den hÀr posten Àr tidigare publicerad pÄ Linked In.

Mitt “WHY” Ă€r att jag drivs av att möjliggöra förĂ€ndring och förbĂ€ttring hos organisationer, team, individer och produkter. DĂ€rför blev jag Crispare för snart 5 Ă„r sedan. Nu kan jag sedan 2014 Ă€ven lĂ€gga till att jag drivs av att förĂ€ndra Sverige. I alla fall hur offentlig upphandling inom LOU görs, och hur man bestĂ€ller komplexa lösningar.

DĂ„liga upphandlingar har vi nog alla drabbats av, eller kanske Ă€ven varit inblandade i. Som leverantörer med bestĂ€llningar gjorda utan kontext eller tydliga mĂ„l, i verksamheten med krav pĂ„ oss att “fĂ„nga alla kraven”, pĂ„ den interna utvecklingsavdelningen med att försöka fĂ„ ihop ngt fungerande – eller som privatpersoner i vĂ„r vardag. Varför kan vi inte applicera ett Agilt arbetssĂ€tt tĂ€nkte vi för att förbĂ€ttra Ă€ven detta? Och sĂ„ var det lilla “förĂ€ndringsprojektet” startat 🙂

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Cross functional teams are complete in expertise but not necessarily collaborative. Sometimes team members hold on to their expertise too much and the team does not perform to its potential. This Lego game illuminates the difference when members allow themselves to take on tasks outside their expertise, being so called T-shaped. Play the game to kick-start your change and create collaboration.

This post was first published on the Crisp blog when Mia Kolmodin was a Crisp consultant.

Collected downloads from this post – updated June 2017
X-team Facilitators Instructions as PDF >
The X team silos game poster in PDF >

Playing the game.


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Next week on april 28th, we’re having the worlds first Nordic conference on Agile Procurement in Copenhagen!

The line up with speakers is extremely interesting. We have real cases from from Denmark, Finland and Sweden where Agile Procurement and Agile Contracts has been used with successful results. With a lot of the cases in the public sector. Also, there will be talks about the Agile contracts and time to mingle and talk to speakers after the sessions.

Conference on Agile Procurement
Key Learnings from the upcoming conference on Agile Procurement and Agile Contracting on April 28th, 2016.

We are starting to see a shift here in Sweden where the public sector as well as the private are starting to procure with Agile methods, but the Agile contracts are rarely being used. This makes it difficult to get the benefit from the Agile requirements process and the Agile development. What I believe is needed to change this is to give access to real success cases within the same field, and to get the lawyers to understand and wanting to try the Agile contracts. This is what the conference is all about.

I hope to see some curious Swedish government agencies on the conference getting inspired from the many great success cases from Denmark and Finland. It can be done, and it will change the outcome of so many projects.

Join us in this great event and spread the word of successful procurement and development of big complex projects!

Book your ticket here, we still have seats left!

Read the full Conference description here >

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Att fÄ bygga, skapa, designa och uppfinna har alltid varit nÄgot jag Àlskar att göra. Egentligen spelar det inte sÄ stor roll vad det Àr, det roliga Àr att lösa problem, formulera vad jag vill, komma pÄ vad som gör det bra, skissa och se att det vÀxer fram nÄgot efter hand som jag inte kunde förestÀlla mig innan jag pÄbörjade arbetet.

Till vardags jobbar jag som kanske bekant för en del, med att coacha inom hur man bygger bygga digitala produkter, oftast Lean UX i Agila Team. Kanske Ă€r det dĂ€rför det kliar lite extra i fingrarna i bland att göra vĂ€ldigt fysiska produkter 🙂

HiFi prototyp efter nÄgra mÄnader frÄn The Game Crafter

LoFi prototyp
LoFi prototyp efter nÄgra veckor


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PĂ„ grund av att mĂ„nga försöker fĂ„ med “allt” I en IT-upphandling, Ă€r det endast 40% av det som byggs som gör nytta i digitala tjĂ€nster och produkter. Lean UX hjĂ€lper oss att bara bygga de 40% i stĂ€llet för allt.

Att arbeta med Lean UX Àr ett bra sÀtt att kunna identifiera vad vi behöver bygga, och prioritera rÀtt löpande. Men hur funkar det egentligen med Lean UX och Agila team?

Mina nÀsta kurser inom Àmnet under vÄren 2016: https://crisp.se/kurser/kurstyper/product-discovery-med-lean-ux

Jeff Gothelfs kurs för managers i Lean UX som kommer under vÄren 2016: https://crisp.se/kurser/kurstyper/lean-ux-in-the-enterprise

Upphandling med Lean UX och Agila kontrakt för upphandling med minskad waste: https://crisp.se/kurser/kurstyper/certifierad-agil-bestallare

Vill du att jag kommer och förelÀser pÄ ditt företag, eller hos din kund? Hör av dig!

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I dag har jag varit pÄ UX Open tillsammans med ca 300 andra UXare. Vi har diskuterat och delat med oss av erfarenheter. Det har varit givande och roligt.

Kul hÀng pÄ UX open :)
Kul hĂ€ng pĂ„ UX open 🙂

Den hĂ€r posten handlar om den workshop som jag och Anette Lovas frĂ„n Expressen höll med 30 nyfikna personer. Vi gjorde tvĂ„ olika övningar som bygger pĂ„ metodiken upplevelsebaserat lĂ€rande, och syftet var att skapa en förstĂ„else för varför vi behöver arbeta Agilt och med Lean UX. Vi gör övningar för att simulera en situation och möjliggöra en upplevelse som vi sedan diskuterar ikring. Dessa tvĂ„ övningar var SommarĂ€ngen, och en övning som vi kallar “Simple, Complicated and Complex”. HĂ€r beskriver jag hur dessa övningar fungerar och varför du ska göra dom. Gör det gĂ€rna med kunder, utvecklingsteam, ledningsgrupper och chefer, pĂ„ utbildningar, möten eller workshops. Jag har lĂ„nat övningarna av mina Crispkollegor som har kommit pĂ„ dom.

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Hur nĂ„got som egentligen Ă€r sĂ„ sjĂ€lvklart kan komma som en aha-upplevelse Ă€r en gĂ„ta – Ă€ven för mig som jobbar med det dagligen. För ett litet tag sedan höll jag en utbildning i upphandling och kravstĂ€llning, “Certifierad Agil BestĂ€llare”, efter utbildningen sa en av deltagare att den största aha-upplevelsen var insikten att vi ska göra en bra “behovsstĂ€llan” i stĂ€llet för kravstĂ€llan för att lyckas med upphandlingen och inte styra in pĂ„ detaljerade lösningar. Det var ju sĂ„ sjĂ€lvklart! Att jag inte har sett det förut?

I den stunden myntades ett nytt begrepp – “behovsstĂ€llan”.

Insikten hade hon fÄtt genom att vi hade gjort övningar i att gemensamt definiera mÄlgrupper med gemensamma behov, och sedan titta pÄ vilka dom behoven var genom att göra user journeys. Insikten att vi definierar befintliga beteenden och hittar problem som utgÄngspunkt i upphandlingen gjorde stor skillnad i att förstÄ att en lyckad upphandling mÄste vara en upphandling som utgÄr frÄn behov och löser riktiga problem för riktiga anvÀndare.

Ett skifte som mÄnga behöver göra

Ofta nĂ€r jag jobbar pĂ„ produktföretag, oavsett storlek, sĂ„ ser jag att just detta Ă€r Ă€r ett skifte som behöver göras. MĂ„nga företag fokuserar direkt pĂ„ vad lösningen Ă€r genom att beskriva en detaljerad lösning, i stĂ€llet för att först titta pĂ„ VARFÖR och för VEM, vad Ă€r behovet och vilka problem ska vi lösa? Har vi inte förstĂ„tt vad problemet Ă€r och för vem, sĂ„ kan vi inte heller hitta den rĂ€tta lösningen. Det faktiska utförandet av lösningen bör ligga i teamet, och inte hos bestĂ€llaren, det Ă€r dom som har kunskapen och verktygen att bygga lösningen pĂ„ rĂ€tt sĂ€tt, bestĂ€llaren bör fokusera pĂ„ att man bygger rĂ€tt sak.

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FörelĂ€sning om Agila kontrakt i ALmedalenJust nu packar jag och fixar det sista inför avfĂ€rden till Almedalen, mitt första besök pĂ„ den omtalade politikerveckan. Det ska bli oerhört spĂ€nnande. Vad ska jag göra dĂ€r dĂ„? Jo, jag och Mattias Skarin, samt Tomer Shalit, som alla brinner för att förbĂ€ttra vĂ€rlden genom Agil upphandling med Agila kontrakt, ska prata under söndagen pĂ„ talarplats Hamngatan/Korsgatan kl 10.00 – 11.00, pĂ„ temat “Skapa effektiv offentlig sektor med Agila kontrakt”. Det hĂ€r blir en grym avslutning pĂ„ en vĂ„r med mĂ„nga frukostförelĂ€sningar hos olika företag och myndigheter pĂ„ samma tema, vi lyckades ocksĂ„ fĂ„ till en interpellation i Riksdagen dĂ€r StatsrĂ„det Ardalan Shekarabi (s) tog beslutet att upphandlingsmyndigheten ska utreda införande av Agila kontrakt. Vi har ocksĂ„ haft vĂ„r första utbildning pĂ„ samma tema, “Certifierad Agil BestĂ€llare”. Vi har sĂ„ hĂ€r lĂ„ngt mĂ€rkt att Ă€mnet Ă€r glödande hett, sĂ„ mer kommer att komma under hösten. HĂ€r kan du lĂ€sa mer om utbildningen och anmĂ€la dig >

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I morse höll vi (Mia och Mattias) ett lyckat föredrag för morgonpigga IT-chefer och andra som hade kommit till Crisp för att lÀra sig lite mer om hur man kan anvÀnda Agila kontrakt för att förbÀttra bestÀllningar, relationer och leverera produkter och tjÀnster som skapar önskvÀrda effekter.

FörelĂ€sningen var ett smakprov pĂ„ vad vi kommer att gĂ„ igenom pĂ„ kursen “Certifierad Agil BestĂ€llare” i mars 2015. Boka din plats nu för att lĂ€ra dig mer.

Vi tror att mÄnga stora företag och framför allt myndigheter har mycket att vinna pÄ att upphandla pÄ effekt i stÀllet för fast scope. Vi pÄvisade nyttan med att fokusera pÄ effekt och gav 5 tips pÄ hur man kan sÀkerstÀlla att rÀtt produkt byggs och att man uppnÄr önskade effekter. Vi visade ocksÄ pÄ vad forskningen sÀger om sambandet mellan goda relationer och samarbete och bra leveranser, samt Àven hur man inom LOU med hjÀlp av Agila kontrakt Àven kan undvika att bestÀlla en lösning, man kan istÀllet tillsammans med leverantören ta reda pÄ vad man behöver bygga och bestÀlla pÄ effekt. Samt sjÀlvklart ett smakprov pÄ vilka Agila kontrakt som finns i dag.

FrukostförelÀsning för IT chefer  om Agila kontrakt
VÄr förhoppning Àr att den hÀr kursen ska ge bestÀllare och leverantörer bÀttre relationer och större gemensam förstÄelse för processen. Vilken kan resultera i bÀttre produkter som skapar mer effekt för lÀgre kostnad. Har man gÄtt kursen sÄ ska man klara av att hÄlla en upphandling sjÀlv utan att ta hjÀlp av upphandlingskonsulter.

Missade du förelÀsningen?
Vi planerar att hÄlla samma förelÀsning igen i januari vid tvÄ tillfÀllen i samarbete med tvÄ olika webbyrÄer, för deras kunder. Hör av er om ni Àr intresserade att komma pÄ nÄgon av dom, eller om ni vill att vi kommer och förelÀser för era kunder.

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Here you find the “Product Discovery and Delivery process with one team” as a PDF poster if you like to download it >

Ever since I saw Henrik Knibergs movie “PO in a nutshell” about how the PO role work for the first time I have been thinking about how he could have included the discovery process in the picture too. A while ago I created this as an example of how it could look and work for a X-functional team.

All ideas could be good ideas

The process starts with some kind of idea that could come from any stake holder – even from anyone in the team (this is usually a very rare occasion in most companies). The idea is verified in a concept (see example of a concept in my blog post on discovery framework) by the owner of the idea and the Product Owner decides if it worth starting the discovery process to figure out what it is they are supposed to build – or if it is not, based on the information in the concept.

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Product Discovery defines what should be built – and why. Collaboration Is Key. Your success with agile development depends on delivering the right product requirements at the right time.

During the past few years when I have been working as Lead UX or Product Owner I have come to a core process of how to do the discovery. At my latest gig on Viaplay as Chief Product Owner I had great use of some of these methods and also found it to be a great tool to have it visualised for all Product Owners in a one pager.

Within this process I see lots of different methods that may be used.As I use it I pick different methods in each level depending on organisation, product or project. Sometimes not all steps are neccesary off course. When working methodically for some time you start getting a feel for what seems like a good ide or not.

In this post I’m presenting a framework of the process as well as the methods in short formats. I will try to post more in dept posts on some of the methods going forward. Please let me know what methods you would like to know more about 🙂 Hope you find it useful in your daily work.

Download the one pager for Product Process and Tools here >

Here is my blogpost on the product development process with a continuous discovery and delivery process with one team >

Note: Due to some lazyness there are some Swedish material in this article also – sorry for that!

1. Strategy

Why are we doing this? What is the goal & desired impact? 

1.1 Concept
Concepts enables people passionate about a product idea, regardless of role, to realise it all the way to happy client. Concepts is a one page specification, in A3 format that represents a product idea of feature. It is enough to enable a prepared conversation with engineers developing the product. Think of it as a “flexible minimum specification”.  Mattias Skarins blog post on this http://www.crisp.se/concepts

Screen Shot 2014-09-05 at 11.08.12

Here you can download the Concept template I have created from Mattias Skarins examples > (more…)

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De tvÄ sista veckorna som har gÄtt har jag haft möjligheten att fÄ jobba med hÀngivna och duktiga utvecklare och en ny product owner i ett nytt spÀnnande utvecklingsprojekt. Jag har dessutom passat pÄ att anvÀnda mig av en av mina favoritmetoder, story mapping (lÀs mer pÄ skaparen Jeff Pattons webb).

Som grund för story mappingen började jag med att visa och beskriva vilka mĂ„lgrupperna för vĂ„r produkt Ă€r, som personas med behov, anvĂ€ndarmĂ„l och problem, och till det effektmĂ„len som vi vill uppnĂ„ kopplat till affĂ€rsmĂ„l och dessa mĂ„lgrupper. Under tvĂ„ intensiva dagar lyckades vi sedan skapa en story mapping över anvĂ€ndarnas alla aktiviteter och delaktiviteter i produkten, frĂ„n början till slut. Som vi sedan tillsammans med PO prioriterade för release 1 och 2, gjorde user storys av och sedan efter mycket trixande (tyvĂ€rr) lyckades fĂ„ in i Jira (inte mitt favoritverktyg… men har man ett team i Sverige och ett utomlands sĂ„ mĂ„ste man i bland). Det betyder att alla som Ă€r med i projektet frĂ„n PO, projektledare, UX, design, backend- och frontendutvecklare tillsammans har mĂ„lat upp en ganska exakt mĂ„lbild för produkten dĂ€r alla vet exakt vem av mĂ„lgrupperna som vill spara ett event till sin kalender, eller hur sökningen skulle fungera med förslag nĂ€r man skriver text och vilka filtreringar som ska finnas för att anvĂ€ndaren ska hitta det de Ă€r ute efter pĂ„ bĂ€sta sĂ€tt.

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Vi trĂ€ffades en kvĂ€ll i Crisps lokaler pĂ„ SveavĂ€gen ett gĂ€ng intresserade agila UXare, coacher och utvecklare för att prata om nĂ„got som vi alla tycker Ă€r spĂ€nnande, vill dela med oss av och lĂ€ra av varandra – hur man kan arbeta med att upptĂ€cka och utforska produkter och tjĂ€nster i ett agilt team – Product Discovery. Ett Product Discovery-team innehĂ„ller oftast tre roller, dĂ€r ingĂ„r en person med fokus och stenkoll pĂ„ de affĂ€rsmĂ€ssiga förutsĂ€ttningarna och mĂ„len (PO), en person med anvĂ€ndbarhets och upplevelse-kompetens (UX) och en person som kan avgöra hur enkelt eller svĂ„rt det Ă€r att implementera (Utvecklare/Arkitekt).

Vi pratade om vilka metoder man kan anvĂ€nda för att utforska och lĂ€ra sig mer om mĂ„lgrupper och behov och hur detta kan kopplas mot effektmĂ„l och visualiseras. Men ocksĂ„ om hur man skulle kunna gifta i hop Discovery och Delivery-processen till en helhet utan överlĂ€mningar och vi och dom kĂ€nsla. Vilket vi kallade “Continuos Discovery” – kanske myntade vi ett nytt begrepp? (more…)

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The 10 Week Agile Power-Up Program
Target Group: Anyone curious about Agile who wants to understand and use Agile ways of working, and get value from the core principles. You might work as a PL, PM, Consultant, Manager, within HR, as a Designer or as a Change Manager.
Teachers: Mia Kolmodin, Bodil Björnberg, Björn Sandberg, Paolo D’Amelio
Next date: Starts March 8, 2022