Agile Manifesto Quotes

Agile Manifesto.” It declared the following values: people over processes; products that actually work over documenting what that product is supposed to do; collaborating with customers over negotiating with them; and responding to change over following a plan. Scrum is the framework I built to put those values into practice. There is no methodology.

This principle fits well with the concept of business and development working daily. Business needs to be intensely involved with the process, if for nothing more than identifying the 80% of the work that we really don’t have to do. Just think of the amount of money that could be saved every year by reducing project scope to only those features and functions that are actually used! Think of how quickly we could deliver functionality! Think of how many more “projects” we could complete!

We’ve lost our way” is how another manifesto author, Andrew Hunt, put it in a 2015 essay titled “The Failure of Agile.” Hunt tells me the word agile has become “meaningless at best,” having been hijacked by “scads of vocal agile zealots” who had no idea what they were talking about. Agile has split into various camps and methodologies, with names like Large-Scale Scrum (LeSS) and Disciplined Agile Delivery (DAD). The worst flavor, Hunt tells me, is Scaled Agile Framework, or SAFe, which he and some other original manifesto authors jokingly call Shitty Agile for Enterprise. “It’s a disaster,” Hunt tells me. “I have a few consultant friends who are making big bucks cleaning up failed SAFe implementations.” SAFe is the hellspawn brainchild of a company called Scaled Agile Inc., a bunch of mad scientists whose approach consists of a nightmare world of rules and charts and configurations. SAFe itself comes in multiple configurations, which you can find on the Scaled Agile website. Each one is an abomination of corporate complexity and Rube Goldberg-esque interdependencies.

aim is to make the delivery of software from the hands of developers into production a reliable, predictable, visible, and largely automated process with well-understood, quantifiable risks. Using the approach that we describe in this book, it is possible to go from having an idea to delivering working code that implements it into production in a matter of minutes or hours, while at the same time improving the quality of the software thus delivered. The vast majority of the cost associated with delivering successful software is incurred after the first release. This is the cost of support, maintenance, adding new features, and fixing defects. This is especially true of software delivered via iterative processes, where the first release contains the minimum amount of functionality providing value to the customer. Hence the title of this book, Continuous Delivery, which is taken from the first principle of the Agile Manifesto: “Our highest priority is to satisfy the customer through early and continuous delivery of valuable software

real humans do not like being micro-managed and the majority of workers are motivated more by intrinsic factors than extrinsic rewards.

The Manifesto for Agile Software Development was put together by a group of developers at a ski resort in Utah in 2001. It contains four simple but powerful value comparisons: individuals and interactions over processes and tools, working software over comprehensive documentation, customer collaboration over contract negotiation, and responding to change over following a plan. You can apply these principles to any kind of subscription service. Innovation doesn’t happen in a vacuum. It’s the result of iterating a concept over a period of time. Big “boom or bust” product launches can actually be a recipe for burnout: they result in unhealthy peaks and troughs of productivity and inspiration. The idea is to create an environment that supports sustainable development—the team should be able to maintain a constant pace of innovation indefinitely. That’s the only way to stay responsive, to stay agile.

The Lean-Agile mindset is the combination of beliefs, assumptions, attitudes, and actions of leaders and practitioners who embrace the concepts of the Agile Manifesto and Lean thinking and apply it in their daily lives.

To begin the Lean-Agile journey and instill new habits into the culture, everyone must adopt the values, mindset, and principles provided by SAFe, Lean thinking, and the Agile Manifesto. This new mindset creates the foundation needed for a successful Lean-Agile transformation.

Life is hard in the days, but in the decades, the creator surges ahead from connecting the dots. Three decades of research by Korn Ferry7 shows that learning agility is the single-best predictor of career success, not grades or college pedigrees.

Learning-agile employees constantly seek new challenges at work, take risks and self-reflect from mistakes. They’re obsessed with learning and growth rather than titles and promotions. As a result, they adapt quickly to unfamiliar situations and thrive among chaos and uncertainty, the number one most critical skill in a world changing dramatically from technology. The higher you go in an organization, the more you’ll lead and make decisions in uncertainty. While ordinary careers stutter and plateau in this uncertainty, the learner’s career accelerates. Figure 6.1: The learner’s career path

When figures identified as thought leaders suggest the real value of higher education rests in its ability to teach new skills to the rising generation (as well as current job seekers who’ve been left behind, outsourced, or downsized), they cast knowledge and knowledge creation in purely instrumental terms, rendering the work of higher education almost completely transactional in nature. Sure, there are platitudes about “deep learning” and “meaningful connections” thrown into the mix, but that instrumental logic remains the dominant trope. This creates a real problem for those of us engaged in articulating and defending the larger value— the intrinsic public good— of higher education. Challenged by the abstract nature of arguments about social contracts and civic connections, we shift to a language we think will be taken more seriously by administrators, politicians, and cost-conscious parents: the language of marketable skills for the “new economy” and of terms like “nimble” and “agile” and “multiple competencies.” But in doing this, we cede the terrain of the debate; we’ve implicitly declared higher education’s real value is transactional and market oriented when we use that language. We’ve sacrificed our larger vision in favor of short-term relevance. While it might be an eminently understandable move, it’s certainly a dangerous one.

The value of breaking big opportunities into a series of smaller opportunities is twofold. First, it allows us to tackle problems that otherwise might seem unsolvable. And second, it allows us to deliver value over time. That second benefit is at the heart of the Agile manifesto and is a key tenet of continuous improvement.

Sutherland and a group of top software development gurus met for three days in 2001 to find an alternative. They hammered out a one-page document called the “Manifesto for Agile Software Development,

The problem stated by the Agile Manifesto authors is the reliance on pre-planning around incorrect assumptions, and the lack of coordination between business owners and developers. By fixing those two core problems, Agile Software Development aims to make the act of building software more agile.

The first Agile principle is that our highest priority is to satisfy the customer through early and continuous delivery of valuable software. This provides the grounding teams need as they pursue the Agile path.

The phrase “valuable software” reminds us to always be vigilant that we are actually concentrating our efforts on the most valuable stories, those that will give the most return on our investment.

The real benefits of agile lies in greater transparency, predictability and faster time to market.

In software development the primary measure of progress has to be working software that meets the needs of the end users.

Because the time spent finding and fixing code that wasn’t created using TDD was greater than if they had slowed down and done the initial coding properly, trying to write code faster by neglecting technical excellence was actually slower in the long run.

Managers must be true servant leaders (and the scrum framework calls this out in the position of scrum master as servant leader) for their people. The front line workers are not there to serve their managers. It is up to management to create an environment that allows workers to do their work.            

que diecisiete líderes de desarrollo de software escribimos lo que hoy se conoce como el Agile Manifesto. En ese documento proclamamos estos valores: personas antes que procesos, productos que funcionen antes que documentar lo que se supone que deben hacer, colaborar

In recent years, Eric Ries famously adapted Lean to solve the wicked problem of software startups: what if we build something nobody wants?[ 41] He advocates use of a minimum viable product (“ MVP”) as the hub of a Build-Measure-Learn loop that allows for the least expensive experiment. By selling an early version of a product or feature, we can get feedback from customers, not just about how it’s designed, but about what the market actually wants. Lean helps us find the goal. Figure 1-7. The Lean Model. Agile is a similar mindset that arose in response to frustration with the waterfall model in software development. Agilistas argue that while Big Design Up Front may be required in the contexts of manufacturing and construction where it’s costly if not impossible to make changes during or after execution, it makes no sense for software. Since requirements often change and code can be edited, the Agile Manifesto endorses flexibility. Individuals and interactions over processes and tools. Working software over comprehensive documentation. Customer collaboration over contract negotiation. Responding to change over following a plan.

Agile HR Manifesto We are uncovering better ways of developing an engaging workplace culture by doing it and helping others do it. Through this work, we have come to value: Collaborative networks over hierarchical structures Transparency over secrecy Adaptability over prescriptiveness Inspiration and engagement over management and retention Intrinsic motivation over extrinsic rewards Ambition over obligation That is, while there is value in the items on the right section of the sentence, we value the items on the left more.

One of the primary reasons the Agile Manifesto was crafted was to address the need to respond to change. The

In the previous two decades, as NUMMI’s success had become better known, executives in other industries had started adapting the Toyota Production System philosophy to other industries. In 2001, a group of computer programmers had gathered at a ski lodge in Utah to write a set of principles, called the “Manifesto for Agile Software Development,” that adapted Toyota’s methods and lean manufacturing to how software was created.

believe that this is simpler than it sounds. It is about identifying the obstacles in our way and taking today’s best-practice ideas—those found in the Agile Manifesto and in books like Lean Startup, Lean Software Development, Lean Enterprise, The DevOps Handbook, and others on today’s management bookshelves—and applying them to IT leadership.