Comments for AYE Conference http://www.ayeconference.com The next AYE Conference will be Sunday, November 4 - Thursday November 8, 2012 in Raleigh, North Carolina Wed, 25 Jan 2012 01:25:39 +0000 hourly 1 http://wordpress.org/?v=3.3.1 Comment on Safety Check by Michael James http://www.ayeconference.com/safety-check/comment-page-1/#comment-3648 Michael James Wed, 25 Jan 2012 01:25:39 +0000 http://www.ayeconference.com/safety-check/#comment-3648 I've found this technique useful, both as a facilitator and a retrospective participant. --mj I’ve found this technique useful, both as a facilitator and a retrospective participant.

–mj

]]> Comment on Beyond Blaming by Gerold Keefer http://www.ayeconference.com/beyondblaming/comment-page-1/#comment-3520 Gerold Keefer Wed, 21 Dec 2011 12:42:32 +0000 http://www.ayeconference.com/beyondblaming/#comment-3520 Beyond Blaming is a classic at the level of writings like the "Mythical Man Month" by Brooks. From my personal perspective, however, I feel that the madness in the industry has risen to ever higher levels, since I first came across the article in 1996. Facts are Milton Friedman's plea for maximum profits has infiltrated every corner of our economy and the enterprises we are working in. Left behind are sense-making, intrinsic motivation and essential human values. We are in great need to transition from rational to inspi-rational organisations. Organisation that are not profit maximizing cash machines, but living organisms that produce real value for the people they employ and their customers. Beyond Blaming is a classic at the level of writings like the “Mythical Man Month” by Brooks. From my personal perspective, however, I feel that the madness in the industry has risen to ever higher levels, since I first came across the article in 1996. Facts are Milton Friedman’s plea for maximum profits has infiltrated every corner of our economy and the enterprises we are working in. Left behind are sense-making, intrinsic motivation and essential human values.
We are in great need to transition from rational to inspi-rational organisations. Organisation that are not profit maximizing cash machines, but living organisms that produce real value for the people they employ and their customers.

]]> Comment on Beyond Blaming by Een verandering leiden, wat heb je daar voor nodig? Voorbeeldgedrag! | Ben Linders http://www.ayeconference.com/beyondblaming/comment-page-1/#comment-1746 Een verandering leiden, wat heb je daar voor nodig? Voorbeeldgedrag! | Ben Linders Mon, 31 Oct 2011 11:44:14 +0000 http://www.ayeconference.com/beyondblaming/#comment-1746 [...] is met wat gezegd wordt, dan gelooft men meestal het gedrag. Deze wijsheid is niet nieuw, Gerald M. Weinberg en Jean McLendon beschreven de relatie tussen congruence en blaming al eerder.Wat betekent dat in de praktijk? Eigenlijk heel simpel, de verandering begint bij jezelf [...] [...] is met wat gezegd wordt, dan gelooft men meestal het gedrag. Deze wijsheid is niet nieuw, Gerald M. Weinberg en Jean McLendon beschreven de relatie tussen congruence en blaming al eerder.Wat betekent dat in de praktijk? Eigenlijk heel simpel, de verandering begint bij jezelf [...]

]]> Comment on About AYE by » Blog Archive » Type, Culture, and Small Talk http://www.ayeconference.com/conference/comment-page-1/#comment-1629 » Blog Archive » Type, Culture, and Small Talk Wed, 26 Oct 2011 13:57:36 +0000 #comment-1629 [...] Mahlberg (Software Developer, ENFP, World-Traveler) and I met at the Amplifying Your Effectiveness (AYE) Conference in Phoenix, AZ in 2008. Michael is from Cologne, Germany, just a couple hundred miles South of my [...] [...] Mahlberg (Software Developer, ENFP, World-Traveler) and I met at the Amplifying Your Effectiveness (AYE) Conference in Phoenix, AZ in 2008. Michael is from Cologne, Germany, just a couple hundred miles South of my [...]

]]> Comment on Program by Agile, Power, and Culture | Managing Product Development http://www.ayeconference.com/schedule/comment-page-1/#comment-1589 Agile, Power, and Culture | Managing Product Development Mon, 24 Oct 2011 08:04:50 +0000 #comment-1589 [...] you want to explore this in more detail, please join me at the AYE post-conference workshop (if you will be at AYE) or at Agile Testing Days for my [...] [...] you want to explore this in more detail, please join me at the AYE post-conference workshop (if you will be at AYE) or at Agile Testing Days for my [...]

]]> Comment on Beyond Blaming by Ramina http://www.ayeconference.com/beyondblaming/comment-page-1/#comment-1542 Ramina Fri, 21 Oct 2011 03:59:44 +0000 http://www.ayeconference.com/beyondblaming/#comment-1542 It's very interesting.I believe it will help people to understand what is one's context. It’s very interesting.I believe it will help people to understand what is one’s context.

]]> Comment on An Appreciative Retrospective by POZITEAM | Blog | Hatékonyabb retrospektek: az Elismerő Retrospekt http://www.ayeconference.com/appreciativeretrospective/comment-page-1/#comment-1357 POZITEAM | Blog | Hatékonyabb retrospektek: az Elismerő Retrospekt Mon, 10 Oct 2011 07:56:16 +0000 http://www.ayeconference.com/an-appreciative-retrospective/#comment-1357 [...] érdemes az Elismerő Retrospekt (Appreciative retropective) technikát alkalmaznunk. Ennek során arra fókuszálunk, mi ment jól és mit csináltunk jól, [...] [...] érdemes az Elismerő Retrospekt (Appreciative retropective) technikát alkalmaznunk. Ennek során arra fókuszálunk, mi ment jól és mit csináltunk jól, [...]

]]> Comment on How 2 Buddy by Keith http://www.ayeconference.com/how-2-buddy/comment-page-1/#comment-1268 Keith Mon, 03 Oct 2011 11:12:21 +0000 http://www.ayeconference.com/how-2-buddy/#comment-1268 I like this system. I guess it's a bit like the "Auntie" system we had at Uni. Freshers' Week (many, many years ago !). I just wonder how (in %age terms) the buddy is expected to split their time in those first 4 weeks between "buddying" and doing their own work ? I presume the "buddying" time decreases slightly over the course of the month. I like this system. I guess it’s a bit like the “Auntie” system we had at Uni. Freshers’ Week (many, many years ago !). I just wonder how (in %age terms) the buddy is expected to split their time in those first 4 weeks between “buddying” and doing their own work ? I presume the “buddying” time decreases slightly over the course of the month.

]]> Comment on Advice for Software Development Managers by Nate Flink http://www.ayeconference.com/advice-for-software-development-managers/comment-page-1/#comment-1148 Nate Flink Thu, 22 Sep 2011 14:46:33 +0000 http://www.ayeconference.com/advice-for-software-development-managers/#comment-1148 I like a lot of the points in this article, however, I question this one: "Before you accept the position, you interview everyone in your group, and you get them to sign on with you, or you sign them off — or you don’t take the position. " Maybe in an executive style management role this may be true, but in today's market many more manager's are working in small team oriented environments. Yeah I am sure there are still cube farms of Cobol programmers out there, but also there are emerging a lot of nimble start ups, agencies, and lean departments doing development. The power differential between interviewing for a position to come onboard a team, is in opposition to the idea of interviewing a staff person to hire. It's nearly impossible to be an effective manager if nobody likes you. Consequently, when a manager begins a new position it's all about being accepted by the troops. The blind date metaphor is not really a good fit. I am thinking more about a Band of Brothers type scenario here. To be effective in coming onboard a team in a management role, it's essential to gain a cultural fit first before tackling problems or "signing off people". Once you understand the dynamic your dealing with you can maybe start to recommend effective changes to the team. I like a lot of the points in this article, however, I question this one:

“Before you accept the position, you interview everyone in your group, and you get them to sign on with you, or you sign them off — or you don’t take the position. ”

Maybe in an executive style management role this may be true, but in today’s market many more manager’s are working in small team oriented environments. Yeah I am sure there are still cube farms of Cobol programmers out there, but also there are emerging a lot of nimble start ups, agencies, and lean departments doing development.

The power differential between interviewing for a position to come onboard a team, is in opposition to the idea of interviewing a staff person to hire. It’s nearly impossible to be an effective manager if nobody likes you. Consequently, when a manager begins a new position it’s all about being accepted by the troops.

The blind date metaphor is not really a good fit. I am thinking more about a Band of Brothers type scenario here. To be effective in coming onboard a team in a management role, it’s essential to gain a cultural fit first before tackling problems or “signing off people”. Once you understand the dynamic your dealing with you can maybe start to recommend effective changes to the team.

]]> Comment on What is the Interaction Model? by You are always in the blind spot – Let the coach expand your field of vision « My mind's discourse http://www.ayeconference.com/what-is-the-interaction-model/comment-page-1/#comment-1066 You are always in the blind spot – Let the coach expand your field of vision « My mind's discourse Thu, 15 Sep 2011 12:56:12 +0000 http://www.ayeconference.com/what-is-the-interaction-model/#comment-1066 [...] are also tools like the left hand column exercise and Virginia Satir’s interaction model that can help us learn to see how our own behaviors affect those around us. If we accept the help [...] [...] are also tools like the left hand column exercise and Virginia Satir’s interaction model that can help us learn to see how our own behaviors affect those around us. If we accept the help [...]

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