Agility Best Quotes

Writing clean code is what you must do in order to call yourself a professional. There is no reasonable excuse for doing anything less than your best.

Perhaps the best term to describe living at the edge of our ability, thriving and flourishing, being challenged but not overwhelmed, is simply “whelmed.” And a key part of being whelmed lies in being selective in our commitments, which means taking on the challenges that really speak to you and that emerge from an awareness of your deepest values.

The best way to encourage out of the box thinking is to draw the box correctly in the first place.

In fact, wrapping third-party APIs is a best practice. When you wrap a third-party API, you minimize your dependencies upon it:

Strong executive commitment is a success factor for implementing Scrum, and management can best demonstrate their support of the transformation through their actions.

An enterprise must transform by changing its culture, changing its bureaucracy, changing its organization, changing its technical architecture—and making them agile.

QUESTION: What is the best way for a person to learn Chinese gung fu? BRUCE LEE: By being himself. The main thing is teaching a man to do his thing, to just be himself. The individual is more important than the style. If a person is awkward, he should not try to be agile. I’m against trying to impose a style on a man. This is an art, an expression of a man’s own self.

In the art of love,” she said thoughtfully, “you are the best I’ve ever seen. You are stronger than others, more agile, more willing. Well have you learned my art, Siddhartha. Some day, when I am older, I wish to bear your child. And yet all this time, beloved, you have remained a Samana. Even now you do not love me; you love no one. Is it not so?” “It may be so,” Siddhartha said wearily. “I am like you. You, too, do not love—how else could you practice love as an art? Perhaps people of our sort are incapable of love. The child people can love; that is their secret.

How often have you heard people brag about what great multi-taskers they are? Perhaps you’ve made the same boast yourself. You might even have heard that members of “Gen Y” are natural multi-taskers, having lived their whole lives constantly switching their attention from texting to IMing to Facebooking to watching TV— all supposedly without missing a beat. We even see training classes designed to teach managers how best to multi-task their Gen Y staff, the implication being that asking someone to focus on a single task through to completion has now become ridiculously old-fashioned for, if not downright heretical to, the new world order. Don’t believe it.

When we consider our own Tendency, we can create circumstances and messages that will work best for us, and when we consider other people's Tendencies, we can create circumstances and messages that will work best for them.

What was this passion that attacked women for knitting under the most unpropitious conditions? A woman did not look her best knitting; the absorption, the glassy eyes, the restless, busy fingers! One needed the agility of a wild cat, and the will-power of a Napoleon to manage to knit in a crowded tube, but women managed it! If they succeeded in obtaining a seat, out came a miserable little strip of shrimp pink and click, click went the pins!

So, why do we do development work in these short cycles? To learn. Experience is the best teacher, and the scrum cycle is designed to provide you with multiple opportunities to receive feedback—from customers, from the team, from the market—and to learn from it.

Tennis lessons westlake village provide a good coaching for youngest.Because that are very experiance men in tennis.His students on the importance of strength and agility training as well as mental and psychological strength and the roles they play within the game of tennis.

You’ve good speed and agility, and endurance enough. But you’ve no killer in the blood, and so you’ll always be bested.” Iona rubbed her butt. “I never planned on killing anyone.” “Plans change,” Branna pointed out. “Fix those flowers now, as it’s your rump that crushed them.

Sadhana It is important not to keep eating through the day. If you are below thirty years of age, three meals every day will fit well into your life. If you are over thirty years of age, it is best to reduce it to two meals per day. Our body and brain work at their best only when the stomach is empty. So be conscious of eating in such a way that within two and a half hours, your food moves out of the stomach, and within twelve to eighteen hours completely out of the system. With this simple awareness you will experience much more energy, agility, and alertness. These are the ingredients of a successful life, irrespective of what you choose to do with it.

In a self-organized team, individuals take accountability for managing their own workload, shift work among themselves based on need and best fit, and take responsibility for team effectiveness. Team members have considerable leeway in how they deliver results, they are self-disciplined in their accountability for those results, and they work within a flexible framework.

One of the outstanding features of Vanni society was the degree of integration of disabled people into the mainstream. They could be seen actively participating in many spheres, carrying out work with grit and amazing agility. People with one arm would ride motorbikes with heavy loads behind them on their motorbikes. You would hardly have known that some people you worked with were missing a leg from below the knee. Disability had been normalized. Serving these people was the only prosthetic-fitting service in Vanni, Venpuraa. This also expanded its service with the introduction of new technology. A common phrase one heard even prior to the Mullivaikaal genocide was about so and so having a piece of shrapnel in some part of their body. Many people lived with such pieces in their body and suffered varying degrees of pain as a result. Visiting medical experts did their best to remove the ones causing the most severe pain.

An adaptive development process has a different character from an optimizing one. Optimizing reflects a basic prescriptive Plan-Design-Build lifecycle. Adapting reflects an organic, evolutionary Envision-Explore-Adapt lifecycle. An adaptive approach begins not with a single solution, but with multiple potential solutions (experiments). It explores and selects the best by applying a series of fitness tests (actual product features or simulations subjected to acceptance tests) and then adapting to feedback.

Most important of all, ARPA staffers recognized the agency’s biggest mistake yet: It had not been tapping the universities where much of the best scientific work was being done. The scientific community, predictably, rallied to the call for a reinvention of ARPA as a “high-risk, high-gain” research sponsor—the kind of R&D shop they had dreamed of all along. Their dream was realized; ARPA was given its new mission. As ARPA’s features took shape, one readily apparent characteristic of the agency was that its relatively small size allowed the personality of its director to permeate the organization. In time, the “ARPA style”—freewheeling, open to high risk, agile—would be vaunted. Other Washington bureaucrats came to envy ARPA’s modus operandi. Eventually the agency attracted an elite corps of hard-charging R&D advocates from the finest universities and research laboratories, who set about building a community of the best technical and scientific minds in American research. The

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.

You are the third bride wed for peace," Cymbra said with a smile. "And to be frank, it has not been an easy road for the two of us who went before. Yet knowing what we do now, neither Krysta nor I would ever have chosen a different path." "How much choice did you have?" To Rycca's surprise, Cymbra laughed. "In my case, none." She sighed in mocking languor. "I still remember Wolf's deeply romantic proposal. He told me that if I did not wed him, he would kill my brother." "He what?" "Oh,don't worry, he's gotten much better." She laughed again, fondly. "Much, much better.Besides, Dragon is the one who was always good with women." Rycca could not dispute that but neither could she ignore what she had just been told.Shocked, she asked, "What did you do?" "Do? Why,I punched him,of course. What else could I do? He went to our wedding worried that the blow still showed." "You...punched him?" The ethereal beauty beside her had struck the fierce Wolf? "Rycca,dear sister, something you must learn at once.Wolf and Dragon are both wonderful men but they are also overwhelming. It is part of their charm. Nontheless,with them it is always best to be firm. For that matter, the same can be said of my brother, as Krysta learned readily enough." "She and Lord Hawk seem devoted to each other." "As are Wold and I. That doesn't mean one should be a meek little woman rubbing feet." "What a horrible notion! However did you think of it?" "Oh,didn't you know? That's the kind of wife Dragon always said he wanted." Too many more shocks of this sort and she was going to turn to stone right where she stood. "He said that? Whatever could he have been thinking? Any such woman would drive him mad." "Which is more or less what Wolf told him, only he said she would kill him with boredom. No, Dragon needs someone who can match his spirit, which I am now reassured you can do. Come, let us seek out Magda, who will serve us cool milk and cakes and give us a snug place to talk while the men amuse themselves." "Dragon has a sword for his brother." "The Moorish sword? Perfect, they will be occupied for hours.We won't see them again until they are satisfied neither is stronger or more agile than the other.

Globalization has shipped products at a faster rate than anything else; it’s moved English into schools all over the world so that now there is Dutch English and Filipino English and Japanese English. But the ideologies stay in their places. They do not spread like the swine flu, or through sexual contact. They spread through books and films and things of that nature. The dictatorships of Latin America used to ban books, they used to burn them, just like Franco did, like Pope Gregory IX and Emperor Qin Shi Huang. Now they don’t have to because the best place to hide ideologies is in books. The dictatorships are mostly gone—Brazil, Argentina, Uruguay. The military juntas. Our ideologies are not secrets. Even the Ku Klux Klan holds open meetings in Alabama like a church. None of the Communists are still in jail. You can buy Mao’s red book at the gift shop at the Museum of Communism. I will die soon, in the next five to ten years. I have not seen progress during my lifetime. Our lives are too short and disposable. If we had longer life expectancies, if we lived to 200, would we work harder to preserve life or, do you think that when Borges said, ‘Jews, Christians, and Muslims all profess belief in immortality, but the veneration paid to the first century of life is proof that they truly believe in only those hundred years, for they destine all the rest, throughout eternity, to rewarding or punishing what one did when alive,’ we would simply alter it to say ‘first two centuries’? I have heard people say we are living in a golden age, but the golden age has passed—I’ve seen it in the churches all over Latin America where the gold is like glue. The Middle Ages are called the Dark Ages but only because they are forgotten, because the past is shrouded in darkness, because as we lay one century of life on top of the next, everything that has come before seems old and dark—technological advances provide the illusion of progress. The most horrendous tortures carried out in the past are still carried out today, only today the soldiers don’t meet face to face, no one is drawn and quartered, they take a pill and silently hope a heart attack doesn’t strike them first. We are living in the age of dissociation, speaking a government-patented language of innocence—technology is neither good nor evil, neither progress nor regress, but the more advanced it becomes, the more we will define this era as the one of transparent secrets, of people living in a world of open, agile knowledge, oceans unpoliced—all blank faces, blank minds, blank computers, filled with our native programming, using electronic appliances with enough memory to store everything ever written invented at precisely the same moment we no longer have the desire to read a word of it.

And so, when I tell stories today about digital transformation and organizational agility and customer centricity, I use a vocabulary that is very consistent and very refined. It is one of the tools I have available to tell my story effectively. I talk about assumptions. I talk about hypotheses. I talk about outcomes as a measure of customer success. I talk about outcomes as a measurable change in customer behavior. I talk about outcomes over outputs, experimentation, continuous learning, and ship, sense, and respond. The more you tell your story, the more you can refine your language into your trademark or brand—what you’re most known for. For example, baseball great Yogi Berra was famous for his Yogi-isms—sayings like “You can observe a lot by watching” and “When you come to a fork in the road, take it.” It’s not just a hook or catchphrase, it helps tell the story as well. For Lean Startup, a best-selling book on corporate innovation written by Eric Ries, the words were “build,” “measure,” “learn.” Jeff Patton, a colleague of mine, uses the phrase “the differences that make a difference.” And he talks about bets as a way of testing confidence levels. He’ll ask, “What will you bet me that your idea is good? Will you bet me lunch? A day’s pay? Your 401(k)?” These words are not only their vocabulary. They are their brand. That’s one of the benefits of storytelling and telling those stories continuously. As you refine your language, the people who are beginning to pay attention to you start adopting that language, and then that becomes your thing.

Over the span of a year or two, teams that were moving very fast at the beginning of a project can find themselves moving at a snail’s pace. Every change they make to the code breaks two or three other parts of the code. As productivity decreases, management does the only thing they can; they add more staff to the project to increase productivity. But that new staff is not versed in the design of the system. Furthermore, they, and everyone else on the team, are under horrific pressure to increase productivity. So they all make more and more messes, driving productivity further toward zero. Eventually the team rebels. They inform management that they cannot continue to develop in this odious code base. Management does not want to expend resources on a whole new redesign of the project, but they cannot deny that productivity is terrible. Eventually, they bend to the demands of the developers and authorize the grand redesign in the sky. A new tiger team is selected. Everyone wants to be on this team because it’s a green-field project. They get to start over and create something wonderful. But only the best and brightest are chosen for the tiger team. Everyone else must continue to maintain the current system. Now the two teams are in a race. The tiger team must build a new system that does everything that the old system does. Management will not replace the old system until the new system can do everything that the old system does. This race can go on for a very long time. I’ve seen it take 10 years. And by the time it’s done, the original members of the tiger team are long gone, and the current members are demanding that the new system be redesigned because it’s such a mess.

lay there fresh and raw from having been carved open to bring her granddaughter into the world—the past ran me down. I had a vision like the kind people describe when they’re near death. For one brief second, it was as if a curtain had been lifted. I saw a long line of people, faceless in the distance, familiar as they got closer: my great-grandparents, my grandparents, my parents. I was at the front of this row of human dominoes, my infant in my arms, and as my forefathers and -mothers toppled behind me, they pushed the next generation into motion. There was no escape; their collective weight would crush me and my baby. I had started out as an egg inside Malabar, just as she had begun as an egg inside Vivian, and so on, each of our fates charted from the depths of our mothers. What little I knew about my grandparents and great-grandparents had been constructed around a sturdy fact or two, embellished perhaps by a shy smile in a grainy photograph or an underlined sentence in a book or letter. The specifics of their lives would remain unknown to me, as mine would be to the baby I held. But our collective history would shape my daughter, and there was something noxious in our matrilineal line. Malabar was the only mother I had, but she was not the mother I wanted to be. Here was my choice: I could continue down the well-trod path upon which I’d been running for so very long and pass along this inheritance like a baton, as blithely as I did my light hair and fair skin. My daughter could do her best to outrun it. She would grow up to be beautiful and smart and agile, as I used to be, as her grandparents were, as her great-grandparents were before them. Or I could slow down, catch my breath, and look mindfully for a new path. There had to be another way and I owed it to my daughter to find it.

A slow smile curved his lips. “Lillian, I’ve wanted you every moment since I first held you in my arms. And it has nothing to do with your damned perfume. However”— he inhaled the scent one last time before replacing the tiny stopper—“ I do know what the secret ingredient is.” Lillian stared at him with wide eyes. “You do not!” “I do,” he said smugly. “What a know-all,” Lillian exclaimed with laughing annoyance. “Perhaps you’re guessing at it, but I assure you that if I can’t figure out what it is, you certainly couldn’t—” “I know conclusively what it is,” he informed her. “Tell me, then.” “No. I think I’ll let you discover it on your own.” “Tell me!” She pounced on him eagerly, thumping him hard on the chest with her fists. Most men would have been driven back by the solid blows, but he only laughed and held his ground. “Westcliff, if you don’t tell me this instant, I’ll—” “Torture me? Sorry, that won’t work. I’m too accustomed to it by now.” Lifting her with shocking ease, he tossed her onto the bed like a sack of potatoes. Before she could move an inch, he was on top of her, purring and laughing as she wrestled him with all her might. “I’ll make you give in!” She hooked a leg around his and shoved hard at his left shoulder. The childhood years of fighting with her boisterous brothers had taught her a few tricks. However, Marcus countered every move easily, his body a mass of steely, flexing muscles. He was very agile, and surprisingly heavy. “You’re no challenge at all,” he teased, allowing her to roll atop him briefly. As she sought to pin him, he twisted and levered himself over her once more. “Don’t say that’s your best effort?” “Cocky bastard,” Lillian muttered, renewing her efforts. “I could win… if I didn’t have a gown on…” “Your wish may yet be granted,” he replied, smiling down at her.

Globalization has shipped products at a faster rate than anything else; it’s moved English into schools all over the world so that now there is Dutch English and Filipino English and Japanese English. But the ideologies stay in their places. They do not spread like the swine flu, or through sexual contact. They spread through books and films and things of that nature. The dictatorships of Latin America used to ban books, they used to burn them, just like Franco did, like Pope Gregory IX and Emperor Qin Shi Huang. Now they don’t have to because the best place to hide ideologies is in books. The dictatorships are mostly gone—Brazil, Argentina, Uruguay. The military juntas. Our ideologies are not secrets. Even the Ku Klux Klan holds open meetings in Alabama like a church. None of the Communists are still in jail. You can buy Mao’s red book at the gift shop at the Museum of Communism. I will die soon, in the next five to ten years. I have not seen progress during my lifetime. Our lives are too short and disposable. If we had longer life expectancies, if we lived to 200, would we work harder to preserve life or, do you think that when Borges said, ‘Jews, Christians, and Muslims all profess belief in immortality, but the veneration paid to the first century of life is proof that they truly believe in only those hundred years, for they destine all the rest, throughout eternity, to rewarding or punishing what one did when alive,’ we would simply alter it to say ‘first two centuries’? I have heard people say we are living in a golden age, but the golden age has passed—I’ve seen it in the churches all over Latin America where the gold is like glue. The Middle Ages are called the Dark Ages but only because they are forgotten, because the past is shrouded in darkness, because as we lay one century of life on top of the next, everything that has come before seems old and dark—technological advances provide the illusion of progress. The most horrendous tortures carried out in the past are still carried out today, only today the soldiers don’t meet face to face, no one is drawn and quartered, they take a pill and silently hope a heart attack doesn’t strike them first. We are living in the age of dissociation, speaking a government-patented language of innocence—technology is neither good nor evil, neither progress nor regress, but the more advanced it becomes, the more we will define this era as the one of transparent secrets, of people living in a world of open, agile knowledge, oceans unpoliced—all blank faces, blank minds, blank computers, filled with our native programming, using electronic appliances with enough memory to store everything ever written invented at precisely the same moment we no longer have the desire to read a word of it.” ― John M. Keller, Abracadabrantesque

Bram stared into a pair of wide, dark eyes. Eyes that reflected a surprising glimmer of intelligence. This might be the rare female a man could reason with. “Now, then,” he said. “We can do this the easy way, or we can make things difficult.” With a soft snort, she turned her head. It was as if he’d ceased to exist. Bram shifted his weight to his good leg, feeling the stab to his pride. He was a lieutenant colonel in the British army, and at over six feet tall, he was said to cut an imposing figure. Typically, a pointed glance from his quarter would quell the slightest hint of disobedience. He was not accustomed to being ignored. “Listen sharp now.” He gave her ear a rough tweak and sank his voice to a low threat. “If you know what’s good for you, you’ll do as I say.” Though she spoke not a word, her reply was clear: You can kiss my great woolly arse. Confounded sheep. “Ah, the English countryside. So charming. So…fragrant.” Colin approached, stripped of his London-best topcoat, wading hip-deep through the river of wool. Blotting the sheen of perspiration from his brow with his sleeve, he asked, “I don’t suppose this means we can simply turn back?” Ahead of them, a boy pushing a handcart had overturned his cargo, strewing corn all over the road. It was an open buffet, and every ram and ewe in Sussex appeared to have answered the invitation. A vast throng of sheep bustled and bleated around the unfortunate youth, gorging themselves on the spilled grain-and completely obstructing Bram’s wagons. “Can we walk the teams in reverse?” Colin asked. “Perhaps we can go around, find another road.” Bram gestured at the surrounding landscape. “There is no other road.” They stood in the middle of the rutted dirt lane, which occupied a kind of narrow, winding valley. A steep bank of gorse rose up on one side, and on the other, some dozen yards of heath separated the road from dramatic bluffs. And below those-far below those-lay the sparkling turquoise sea. If the air was seasonably dry and clear, and Bram squinted hard at that thin indigo line of the horizon, he might even glimpse the northern coast of France. So close. He’d get there. Not today, but soon. He had a task to accomplish here, and the sooner he completed it, the sooner he could rejoin his regiment. He wasn’t stopping for anything. Except sheep. Blast it. It would seem they were stopping for sheep. A rough voice said, “I’ll take care of them.” Thorne joined their group. Bram flicked his gaze to the side and spied his hulking mountain of a corporal shouldering a flintlock rifle. “We can’t simply shoot them, Thorne.” Obedient as ever, Thorne lowered his gun. “Then I’ve a cutlass. Just sharpened the blade last night.” “We can’t butcher them, either.” Thorne shrugged. “I’m hungry.” Yes, that was Thorne-straightforward, practical. Ruthless. “We’re all hungry.” Bram’s stomach rumbled in support of the statement. “But clearing the way is our aim at the moment, and a dead sheep’s harder to move than a live one. We’ll just have to nudge them along.” Thorne lowered the hammer of his rifle, disarming it, then flipped the weapon with an agile motion and rammed the butt end against a woolly flank. “Move on, you bleeding beast.

The construct of retirement is dubious at best and a farce at worst. Expectations contrary to this are to be dashed.

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.

Perfect is annoying, boring, and impossible to sustain. Knowing how to translate conscientiousness into something beyond the fleeting satisfaction of “me” toward a “we” mindset is the best move you can make.

3) Third, is the ability to discontinue medications. Most of you will be able to reduce or eliminate your medications for high blood pressure, type II diabetes, arthritis, indigestion, reflux, and constipation, among other things. Imagine the freedom that will come with being healthy without having to depend on pills, without having to worry about paying for them, without being limited by their schedule, and without having to endure their side effects. (Please note you should NOT alter your medication regimens without physician supervision.) 4) Next, is improvement in vigor, vitality, and overall well-being within DAYS of starting the program. You will shed those feelings of fatigue, heaviness, and mental cloudiness and they will be replaced by energy, agility, and clarity. In addition, rather than crashing after a meal, feeling sluggish at best, you will be invigorated. 5) Finally, you can save thousands of dollars per year in food and health care costs. Sound too good to be true? Let’s take a closer look, beginning with research that has shown that adopting healthier eating habits can save you as much as $2000 to $4500 a year.30 Add to that the thousands of dollars per year you can save just by stopping five of the most commonly used medications (for cholesterol, high blood pressure, osteoporosis, reflux, and arthritis). Moreover, many of you have bought into the need for taking supplements to enhance your diets. Unfortunately, not all of these supplements are necessary

telemetry is what enables us to assemble our best understanding of reality and detect when our understanding of reality is incorrect.

In our highly disjointed world at VeraComm, where functions don’t communicate well and don’t significantly collaborate, we fail to improve as a whole. Everybody seeks opportunities for improvement, but because we’re separated from each other, the best we can do is improve our individual step in the process and no more. We fail to understand that problems at one step can be caused by fundamental issues at another. And with learning cycles as slow as ours–pretty much equal to the frequency of releasing, every eight or ten months–we just can’t learn. Cause and effect are so widely separated from each other on the timeline that we simply cannot connect the dots. •

Even under the best circumstances, some knowledge is inevitably lost with each handoff. With

doing the same thing twice will not predictably or necessarily lead to the same result. It is this characteristic that makes static checklists and best practices, while valuable, insufficient to prevent catastrophes from occurring. See

11 Benefits of Asking Questions “The important thing is not to stop questioning. Curiosity has its own reason for existing.” – Albert Einstein 1. Builds rapport. 2. Nurtures creativity. 3. Grows your knowledge and awareness. 4. Exercises critical thinking and problem-solving skills. 5. Makes the other person feel valued. 6. Helps you make thoughtful decisions. 7. The better our questions, the better our answers. 8. Keeps you agile and open to new ideas. 9. Improves your memory and retention. 10. Helps you stay informed and relevant. 11. Enables you to discover a new world of possibilities you would not have known otherwise.

As teachers, we hold the power to shape and reshape our classrooms into what we consider to be an ideal state. Our vision of what that looks like changes from year to year, and that is the fundamental privilege of teaching: that we can be agile enough to keep getting better, and to keep remodeling our classrooms in the way that best serves our students.

He had learned that it was much less a distraction than a form of connection: of connecting to the best part of himself, and to a discipline that demanded he stay open to every sense, to the nuances of the season and to the instrument of his own body, his own agility or fatigue.

Unfortunately, the same forces of speed and change that demand flexibility conspire to keep us rigid. We have so much information coming at us, and so many decisions to make, that we can quickly default to the first, best guess, which usually involves black-and-white thinking. And with little time to interact, we often reduce our relationships to transactions. With three hundred emails in your in-box demanding a response, we can all too easily default to a quick “reply” to our colleague, never thinking to ask about his child who has cancer.

In this tech-savvy world, the enhancement of globalization is changing our life very fast. However, you owe a small or large business; the use of the software is making our business simple yet. It helps us to manage our business effectively and reach great heights of success. Like many other software development companies around the world, Tech Dyno BD offers a software development service that helps your business or organization stay innovation-oriented, agile, and effective in managing company values best.

There are two main types of self-regulation: behavioral and emotional self-regulation. Behavioral self-regulation involves regulating your own behavior and acting in a way that fulfills your best long-term interests. An example of behavioral self-regulation is what was mentioned above when you feel like quitting but show up anyway. Behavioral self-regulation enables you to feel one way but act differently because acting this way serves your best interests.

The system needs to be managed, not the people. We don’t need to do more things or implement difficult frameworks, methods, or models; we need to learn how to allow people to give their best effort to the company by providing the correct structures. It’s a path of trial and error to find the best way for each company. The Agile principles and mindset can serve as a guide. The tools and practices work sometimes, but not every time. The only way to move forward is through continuous learning. The companies that learn faster than the others will be the winners. HR has the power to design the structures that either support people to perform or make it difficult to contribute in creative and innovative ways. If HR holds onto the old, traditional approach, the consequence will be rigid and fixed organizations chained to ineffective systems and processes. HR can either support or hinder the change toward a more Agile organization, which is why HR needs to go first! By providing different structures and focusing on customer value instead of rules, HR can lead companies through change that no other department is capable of.

What success does to you. It is like a habit-forming drug that, in victory, saps your elation and, in defeat, deepens your despair. Once you have sampled it you are hooked, and now I lie in bed, not sleeping the sleep of the victor but wide awake, seeing the other people who are coming in next Sunday with the best defensive line in the league, with that great middle linebacker, that left defensive halfback who is as quick and agile as a cat and a quarterback who, although he is not as daring as Johnny Unitas or Y. A. Tittle or Bobby Layne, can kill you with his consistency.

Agile Strategy Execution decentralizes knowledge and control so everyone can make the best choices for improvement within their domain in the context of what is most important for the business to improve.

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.

how to use Agile for physical products: Ask “What will you learn?” instead of “What will you do?” Make decisions at the right time, with the right people and the best available knowledge. Visualize the flow of knowledge from idea to launch.

He rubbed his cheek against my leg. Hold the cat. You’ll feel better. I don’t think so. He rubbed against my leg insistently. Hold the cat. I don’t want to hold the cat. He reared up suddenly on his hind legs, and hooked his vicious little front claws into both flesh and leggings. Don’t talk back! Pick up the cat. “Fennel, stop that! Where are your manners?” Jinna exclaimed in dismay. She bent toward the finger pest, but I stopped swiftly, to unhook his claws from my flesh. I freed myself but before I could straighten up, he leapt to my shoulder. For all his size, Fennel had amazing agility. He landed, not heavily, but as if someone had put a large, friendly hand on my shoulder. Hold the cat. You’ll feel better. Steadying him as I stood up was easier than plucking him loose. Jinna clucked and exclaimed, but I assured her it was all right. She drew out one of the chairs that faced the small hearth and smoothed the pillow on it. I sat down, and it tipped back under me. It was a rocker. The moment I was settled, Fennel moved down to my lap and settled himself in a warm mound. I folded my hands atop him in a show of ignoring him. He gave me a slit-eyed cat grin. Be nice to me. She loves me best.

How do you inspire people: give them meaningful work, show you trust them, empower them, and create opportunities for them to do their best work, and create opportunities for them to realize and achieve their potential.

A key differentiator between good leaders and the best leaders is this: good leaders support their teams, where the best leaders develop their teams.

The best leaders think broadly and act directly. The best leaders articulate a clear and compelling vision. The best leaders model the ethics and the values and the behaviors that the company stands for. “As the leadership goes in this regard, so goes the health of the company” (Interview with Mike Irizarry, 12/19/22). The best leaders deliver.

It may go without saying, but I will say it anyway: the way leaders get things done is through other people. The best leaders “are being able to separate a process that’s not leading anywhere from process that is leading somewhere” (Interview with Doug Lowell, 7/21/22). Busy-ness isn’t the measure; valuable results are the measure.

Invest in deeply understanding the customer problem. When the customer says, ‘I want ‘X’, ‘X’ may not actually be the solution. Dig in further to understand what attributes of ‘X’ are appealing to your customer. The best solution may actually be ‘Y’, that happens to do some things like ‘X’. Get a clear understanding of your customer needs and ensure that your team is fully aware of what problem you are trying to solve. And encourage, even require, that your team verify their assumptions with their customer throughout the development lifecycle.

People who need daily motivating, daily pep talks, will drain your energy and will distract you from the work of the leader. People who aspire to do great work, people who are inspired by the opportunity to contribute, to make a difference, to work with like-minded colleagues, these are the people who are more likely to bring their best selves to their work.

The best leaders think broadly and act directly.

The best leaders consider the dynamic of the company, of the industry, of the customer, of the broader environment and of the immediate environment, including social and cultural dynamics, and then they act. A leader understands the dynamic of the business, the importance of the objective, and the role of the team well enough to determine the next best actions.

Leaders act. The best leaders bring people together, and they engage with them. These leaders work to establish an organizational routine of connecting with customers, their peers, and their teams. They engage resources and connect them—see Leadership is conjunctive above—and they enable new and unexpected or unanticipated or even unimagined outcomes.

One way that the best leaders make interpretations of complex or ambiguous situations understandable for their teams is metaphors. The best leaders develop metaphorical thinking and recognize the value of metaphors. Metaphorical descriptions can provide employees with new perspectives and nuanced points of view that in turn aid in their thinking and their understanding.

The best architectures, requirements, and designs emerge from self-organizing teams.

In August 2012, Jurgen Appelo published a list of (Top 100 Agile Books (Edition 2012)) by using a qualitative and quantitative rating system. His list reflects the most and best rated during the time span that the books earned the ratings.

Hyper, my 5-star rated book on responsive, agile, and flexible BI, breaks Amazon's Top 10 Best Sellers in Information Management (12/23/15, Kindle Edition).

Experience the high-performance with one of the best agility 50 performance parts by Kymco Scooters. Experience the uninterrupted joy of riding.

if we establish something as the “best possible way, the motivation for kaizen [continuous incremental improvement] will be gone

financial statements classify advertising costs as expenses, they are often better conceived of as investments. This reclassification makes sense because advertising is also a far more flexible expenditure than most costs. Amid challenging economic times, advertising can be scaled back relatively quickly, adding agility to protect and manage cash flows. However,

What’s the best I can do for this situation? If nothing were to ever to change, what’s the one quality or skill I need to truly enjoy this? How can I make the most of it? How can I respond to the challenge? If I knew a solution, what might it be?

You don’t need to be the best coder on the team

Interestingly, Agile’s scrum-team approach has its own way of aggregating some execution risk. For example, in a traditional “single task owner” approach, the risk of execution is not aggregated at all, leaving that task owner to add a lot of task-level buffer to self-insure and deliver on his commitment. In contrast, a 5-person scrum team aggregates the risk that any single individual will make slow progress, as the other four team members can often make up the deficit. But why aggregate only up to the scrum-team level? Taking a lesson from the insurance industry, the more that risk can be aggregated, the easier it is to manage. Applied to projects, this will nearly always mean that it’s better to aggregate risk at the project level. As a result, an Agile project can improve speed by avoiding sprint-level commitments.

While both Agile and CCPM offer ways to aggregate risk, CCPM advocates elevating this risk to the project and portfolio levels whenever beneficial, and whenever acceptable to the customer. In contrast, Agile focuses its risk aggregation on the scrum team, ignoring the benefits of aggregating risk to the highest level feasible. There’s no reason Agile projects can’t also benefit by aggregating the risk beyond the scrum team, to the project level.

Eventually, in an attempt to avoid his nightmares, he began to read, late at night, which was when his motionless body felt most restless, his mind agile and clear. Yet he refused to read the Russians his grandfather had brought to his bedside, or any novels, for that matter. Those books, set in countries he had never seen, reminded him only of his confinement. Instead he read his engineering books, trying his best to keep up with his courses, solving equations by flashlight. In those silent hours, he thought often of Ghosh. “Pack a pillow and a blanket,” he heard Ghosh say. He remembered the address Ghosh had written on a page of his diary, somewhere behind the tram depot in Tollygunge. Now it was the home of a widow, a fatherless son. Each day, to bolster his spirits, his family reminded him of the future, the day he would stand unassisted, walk across the room. It was for this, each day, that his father and mother prayed. For this that his mother gave up meat on Wednesdays. But as the months passed, Ashoke began to envision another sort of future. He imagined not only walking, but walking away, as far as he could from the place in which he was born and in which he had nearly died. The following year, with the aid of a cane, he returned to college and graduated, and without telling his parents he applied to continue his engineering studies abroad.

Did we do our best to meet our priorities for that day, based on the given circumstances and unexpected life events?” Today agility and fluidity are truly the key elements required—along with patience, compassion, forgiveness, and gentle discipline. Maryrose Solis, founder, March 4ward

One of the best ways to ruin a program is to make massive changes to its structure in the name of improvement. Some programs never recover from such “improvements.” The problem is that it’s very hard to get the program working the same way it worked before the “improvement.

Always trust that engineers are doing the best they know how or can in the situation. People want to do a good job;

False. While imitating best practices of WSC could lower costs, the major cost advantage of WSCs comes from the economies of scale, which today means 100,000 servers, thereby dwarfing most internal datacenters.

Agilists recognize the need for emergent design, meaning that the best architectures are not defined up-front (or only in a basic form) and are allowed to further emerge while developing a product.

The theory is that the people who do the work are the highest authorities on how best to do it.

Persist. Practice. Experiment. Imagine. Do your best work, and all else will follow.

Jon flexed the fingers of his sword hand. The Night’s Watch takes no part. He closed his fist and opened it again. What you propose is nothing less than treason. He thought of Robb, with snowflakes melting in his hair. Kill the boy and let the man be born. He thought of Bran, clambering up a tower wall, agile as a monkey. Of Rickon’s breathless laughter. Of Sansa, brushing out Lady’s coat and singing to herself. You know nothing, Jon Snow. He thought of Arya, her hair as tangled as a bird’s nest. I made him a warm cloak from the skins of the six whores who came with him to Winterfell … I want my bride back … I want my bride back … I want my bride back … “I think we had best change the plan,” Jon Snow said.

We are big fans of the agile software movement. In 2001, seventeen software developers met in Snowbird, Utah, and published the “Manifesto for Agile Software.” The four main values in the manifesto remind us how the best friction fixers think and act: (1) “individuals and interactions over processes and tools”; (2) “working software over comprehensive documentation”; (3) “customer collaboration over contract negotiation”; and (4) “responding to change over following a plan.” Agile software teams deliver their work in small increments rather than in one “big bang” launch. Rather than following a rigid plan, they constantly evaluate results and constraints and update the software, and how they work, along the way.

Do the right thing at the right time.

Every now and then, Wells gets a wild hair up his ass and throws us into full-on SEALs training. The man is a machine, always has been—fast, agile, matchless stamina. Unbeatable. On mornings like this, I generally assume his goal is twofold: Remind us how age hasn’t touched him—he’s still the best. And get one of us to puke. Won’t be me, asshole.

To make best of Agile; find a framework, customize it.

Best way to be Agile is; go Agile, step-by-step.

Scrum Master The scrum master acts as a coach, guiding the team to ever-higher levels of cohesiveness, self-organization, and performance. While a team’s deliverable is the product, a scrum master’s deliverable is a high-performing, self-organizing team. The scrum master is the team’s good shepherd, its champion, guardian, facilitator, and scrum expert.  The scrum master helps the team learn and apply scrum and related agile practices to the team’s best advantage. The scrum master is constantly available to the team to help them remove any impediments or road-blocks that are keeping them from doing their work. The scrum master is not—we repeat, not—the team’s boss. This is a peer position on the team, set apart by knowledge and responsibilities not rank.

An ADAPTAGILITY High Performance coach can reveal options and choices that you did not see, and then set you up with accountability and rewards, to follow through fully, to take SWIFT action, on your best choices.

Cooperation is the act of working with others and acting together to accomplish a job. A team is a partnership of unique people who bring out the very best in each other, and who know that even though they are wonderful as individuals, they are even better together. Coming together is a beginning; staying together is progress; working together is success.

Beyond the company results the team is asked to produce, teams need something else to strive for—something to change the hamster wheel into a journey of their own making. Instead of seeing the same scenery in the hamster wheel again and again, they need to see different signposts and landmarks along the way indicating progress toward something resonant and worthwhile. This “something” is the quest for high performance. It’s the daily act of, together, striving to be the best they can be.

In 2009, Apple’s why was: “Everything we do, we believe in challenging the status quo, we believe in thinking differently.” Today the why is: “Apple’s employees are dedicated to making the best products on Earth and to leaving the world better than we found it.

Agile is not your goal—it’s only the best way to achieve your goals.

1.   Identify your core capabilities as a business. Can you define precisely what gives your company competitive advantage? How easily can it be imitated? How do you deliver value to your customers? Evaluate your business as a set of processes and capabilities. Be clear on the definition, and break down big processes into smaller functions and services. 2.   Identify the services. Think through what the service, and the API for the service, might be. How do you make it a “black box”? In other words, how will you protect it from replication and theft? 3.   Where’s your advantage? How would you offer best-in-class commercial terms? Commercial terms include cost, speed, availability, quality, flexibility, and features. 4.   Can it be profitable? Would these commercial terms and capabilities be viable in the market? Would it be a viable profitable business for you? 5.   Test and evaluate. You have a critical and fact-based understanding of your core capabilities, their gaps, and the potential benefit (or lack thereof) of a platform. Build your agile approach to testing, learning, and building value as you go.

I never realised I had found my soulmate that day, and a thorn in my mother’s side that delights me still. I followed him blindly and adoringly through every adventure and mishap his agile mind could conjure up, and in return he showed me the side of me I

For those aspects of the design that are high risk because they are entirely new and unproven, teams can choose to reduce this risk by exploring multiple alternatives. This allows them to delay the Last Responsible Moment for the final decision to preserve flexibility, and to learn faster about the alternatives so they are more likely to find the one that best meets their needs.

After considering what gets covered, you will need to turn your attention to who is involved in the performance management cycle. Traditional performance management models are typically formal and hierarchical—and often involve only the senior management or leadership team. When you're setting up performance management for the ecosystem economy, you need a less hierarchical, more project-oriented, more results-oriented model. You need to involve not just senior management, but also people from all levels within your agile model (e.g., tribes, chapters, and squads). Involving more of the team not only creates a more streamlined and efficient process, but also facilitates an unfiltered flow of information. Management gets an opportunity to hear an unfiltered report straight from the team members who will be best equipped to give it. And the team members get an opportunity to receive feedback and instruction straight from management, without anything getting lost in translation as the information passed through two or three levels of hierarchy and bureaucracy.

If you ask who the best employee for intelligence agencies is, I would say it is a cat: Quiet, observant, agile and cold-blooded!

As the panel elaborated on their 12 principles of Management 2.0, I realized that this new management model was powerfully grounded in social and collaborative principles that unleash the collective brainpower of an organization to drive innovation and success in an agile manner. This can be viewed as the new incarnation of the participatory style of management. Andrew Carusone's presentation, "Beyond the Water Cooler: Using Collaborative Technology to Drive Business" shared an implementation of this model at Lowe's. Carusone pointed out that workforce development today was all about developing awareness, creating engagement, and promoting commitment. In his model, management continues to have decision and approval authority, but all employees have the power to recommend, provide input, and perform their duties to the best of their abilities.

Strength: 8 Perception: 10 Endurance: 6 Charisma: 10 Intelligence: 8 Agility: 8 Luck: 8 Traits: Fair Visage: Being blessed with the best from both parents, half-elves gain +1 Charisma for each level gained. Low-light Vision: A half-elf can see twice as far as a Human in poor illumination. He retains the ability to distinguish color and detail under these conditions. Pariah to Elves: In general, Elves disregard half-elves as both a disgrace and an example of the parent elf’s dishonor. Half-elves start with a “Disliked” reputation to all Elven factions, and earn a -10% reputation gain with Elves.

What I envision is an architecture that brings all the data management areas much closer together by providing a consistent view of how to uniformly apply security, governance, master data management, metadata, and data modeling, an architecture that can work using a combination of multiple cloud providers and on-premises platforms but still gives you the control and agility you need. It abstracts complexity for teams by providing domain-agnostic and reusable building blocks but still provides flexibility by providing a combination of different data delivery styles using a mix of technologies.

Perhaps the greatest difference between coaching and consulting is where the intellectual authority lies. Coaching is a partnership, with the coach and client collaborating primarily using the client’s intellectual authority and experience to design new experiments, decisions, and ideas. With coaching, the client is the one with the answers. It is not the coach’s job to advise and instruct, but to ask challenging questions, make observations, and open new perspectives, so the client can see options and plan the best solutions for their environment. Coaches help clients take time to reflect, learn, and develop new ways of thinking. With consulting, the intellectual authority is typically in the hands of the consultant. Clients turn to consultants for advice, instructions, and professional opinions because the consultant can provide answers in areas where the client does not have the experience or expertise. Consultants often step in and do work for the clients.

It should come as no surprise that without a solid and shared definition of the goal, the project team’s ability to deliver the desired results are limited at best.

But if you want to understand what Agile is really all about, there is no better way than to study XP. XP is the prototype, and the best representative, of the essential core of Agile.

One of the biggest challenges implementing agile is the reward system. For example, individual salary scales and rewards can be decoupled from the function and substituted by group valuation rewards linked to the capacity of both the employee and/or the team. Or, it is possible to make a distinction between the fixed salary and flexible performance bonus, detached from the annual budget and not considered a personnel expense. The reward system is always the last to change, but it is crucial to include this subject in the initial conversations with the different stakeholders around agile projects.