What are your company values? How does your behaviour relate to them on a daily basis? How do you continue to evolve the company values as the company evolves? How do you onboard new team mates into an existing culture and set of values?
Too often teams feel disconnected from their leaders and the company's strategy and vision.
We need to put a focus back on connecting the dancefloor with the balcony.
At our recent PragmaOffsite we took the time to revisit our 12 month old OKRs. While these OKRs have served us well, we felt it was time to evolve them further, allowing them to reflect our next horizon; balancing the growth of Pragmateam (now across multiple clients, cities and countries), while also nurturing our culture.
September 10th was Pragmateam’s 3rd Birthday, and as tradition has it, we gathered in Centennial park with our families to celebrate.
This day marked 3 years since we registered our business name, 3 years since Juliano and I stepped out of the corporate world and started our own micro world, a world based on the foundations of our values: Pragmatic | Delivery | Outcomes | Empathy | Behaviours.
Last week we experimented with the offsite format, hosting a mini conference. Each Pragmatist invited a PragmaFriend, whether it be someone they are working with at a client or someone they felt close aligned to our values and passions.
Taking on the role of Product Owner is no small feat, ensuring a balanced view of commercial needs, user needs and technical feasibility.
Ensuring the organisation is setup to allow the Product Owner to excel, giving them the responsibility and autonomy, yet support they need is crucial.
This week we held our bi-montly offsite, providing a great opportunity for us to regroup, reflect, reward and focus. The format for our offsite varies, such as hackdays, reflecting and planning, refresh OKRs and guest speakers.
Today Web Directions launched Transform 2017, Australia’s Digital Government Conference, to be held in Canberra late March.
I’m excited to be representing Pragmateam's transformation experiences in two parts.
Mid 2016 we found that people were regularly bringing this objective to life, whether it be experimenting with new techniques, organising a learning lunch, presenting at meetups, all with a positive impact on the rest of the team. But we were lacking a way to naturally yet formally thank, reward and recognise each other.
The “team” in Pragmateam is critical to us and our culture. We are a collective of like-minded practitioners who are all inquisitive, continually looking to experiment and learn. And we acknowledge that working together as a team will get better results for us personally, our clients and their customers.
Learning and sharing is a key ingredient within Pragmateam’s culture. While we have a very healthy internal shareback rhythm (more about this later) we also actively seek ways to give back to the community, sharing our techniques, experiments and learnings.
September marked the 2 year anniversary of Pragmateam. It felt timely to reflect.
While I wouldn’t say every day over the last 2 years has been smooth sailing (we would be bored, unhappy and missing a lot of great lessons for life if it were), as company directors there are a few key principles Juliano and I have subconsciously adopted which I believe have assisted us to stay on course.
In the spirit of continuous improvement, we should always be actively seeking feedback, opportunities to do better next time.
At Pragmateam we believe in learning and improving so much so that we have captured a number of OKRs around learning culture, one specifically regarding meetings, workshops and sessions.
There are many interpretations of “Agile”, varying processes and methodologies, such as Scrum or Kanban. However, the implementation of Agile techniques and practices needs to be contextual to the environment and constraints. A purist implementation will be at the detriment of the organisation. As such, teams are encouraged to consider Agile a toolkit and apply relative to the problem they are looking to solve.
As facilitators we have many tips and tricks in our toolkit. But of all them, “icebreakers” tend to get the most apprehensive reaction.
Sydney Scrum presentation - Agile recipes on how to scale and survive: Telstra Digital's story.
Recently workshopping with one of our clients, we were asked to take the attendees back to basics, "what does Agile look like"? As you can imagine, this is a pretty broad sweeping question with many possible answers.