Upgrade to Pro — share decks privately, control downloads, hide ads and more …

The Value of Values - Agile Manchester

The Value of Values - Agile Manchester

Presentation given at Agile Manchester 2016 about the impact values have on culture, the way in which we can explicity define values and move culture in a specific direction.

B4b5095492e435dbb9ac36e811e95218?s=128

Lee Winder

May 12, 2016
Tweet

Transcript

  1. #agilemanc Values The Value of

  2. #agilemanc What am I talking about?

  3. #agilemanc 2. The impact of values on culture 1. What

    values actually are 3. Explicitly defining our desired values 4. Using our values to shape our team culture
  4. @lee_winder #agilemanc

  5. #agilemanc By defining the values we embody, we have direct

    control over the shape and direction of our teams culture
  6. #agilemanc What exactly are Values?

  7. #agilemanc noun: value plural noun: values 1.the regard that something

    is held to deserve; the importance, worth, or usefulness of something.
  8. #agilemanc Values are the set of principles or beliefs that

    we live by, how we define our work and always strive to embody in everything we do
  9. #agilemanc Good? But are values always

  10. None
  11. None
  12. None
  13. #agilemanc When defining our values we not only need to

    consider what we believe but also what situation we find ourselves in
  14. #agilemanc Culture == Values

  15. #agilemanc Culture

  16. #agilemanc Culture Values Values Values Values Values Values Values

  17. #agilemanc Culture Values Values Values Values Values Values Values

  18. #agilemanc Culture Values Values Values Values Values Values Values Values

    Values
  19. #agilemanc Culture Values Values Values Values Values Values Values Values

    Values Values Values
  20. #agilemanc Culture Values Values Values Values Values Values Values Values

    Values Values Values Values Values Values
  21. #agilemanc

  22. #agilemanc Values Values Values Values Values Values Values

  23. #agilemanc Values Values Values Values Values Values Values

  24. #agilemanc Values Values Values Values Values Values Values

  25. #agilemanc

  26. #agilemanc

  27. #agilemanc

  28. #agilemanc Defining Your Values

  29. #agilemanc Identify the group of people to drive this These

    people need to be well respected, engaged and clear on why values are important
  30. #agilemanc Dev Director Dev Manager Dev Manager Team Lead Team

    Lead Team Lead Team Lead Content Architect Could be based on your hierarchy Could be your best team members Respect and engagement is key
  31. #agilemanc Get a rather large list of possible values Don’t

    focus on the values you identify with yet, purposefully select lists with conflicting or random values
  32. #agilemanc Now you could do this the long way…

  33. #agilemanc Now you could do this the long way…

  34. #agilemanc Within the group define two sets of values Inward

    Coming Values Current Internal Values Select these from the list you created previously These are the values you often see exhibited by those outside These are the values that you believe you embody right now
  35. #agilemanc Within the group define two sets of values Inward

    Coming Values Current Internal Values Select these from the list you created previously These are the values you often see exhibited by those outside These are the values that you believe you embody right now
  36. #agilemanc Take these to people outside of your group Let

    everyone have a say on whether you do actually embody the current internal values
  37. #agilemanc This is the point where having respected and engaged

    leaders in your group becomes really important
  38. #agilemanc Back to the group - whittle it down to

    3* Discard values that people didn’t agree with or have a justification for why you're keeping them
  39. #agilemanc You’ll likely find your discarded ones become inputs

  40. #agilemanc Inputs allow us to define what is needed from

    individuals or teams to support our values
  41. #agilemanc Values and inputs

  42. #agilemanc Defining Your Wish Values

  43. #agilemanc verb: wish action: to wish 1.a desire or hope

    for something to happen
  44. #agilemanc By defining our Wish Values we are identifying who

    we want to be, not who we are
  45. #agilemanc Rinse and Repeat Though at this point we don’t

    need to include the wider community as we’re defining where we want to go
  46. #agilemanc This can be difficult where is the company going

    where do individuals see themselves what does the future hold for your industry The future holds so many unknowns…
  47. #agilemanc I’d recommend you keep this simple

  48. #agilemanc FUTURE VALUES

  49. #agilemanc Previously we defined inputs, now we need actions that

    lead towards our wish values By defining clear actions you can identify simple steps that move you towards your wish values
  50. #agilemanc ACTIONS

  51. #agilemanc Define your current values • Create a master list

    mainly consisting of verbs • Select a group of respected and engaged members • Select the values which you embody right now • Get your teams to review the values you’ve chosen • Reduce your value list to 3* • Define the input behaviours needed to embody them
  52. #agilemanc Define your wish values • Select the values you

    would like to reflect • Keep the process simple - there are so many unknowns • Reduce your wish value list to 3* • Define examples of actions needed to move forwards
  53. #agilemanc So we have our values… Now what?

  54. #agilemanc Story-fi Your Values Without a story to go with

    them all you have are a collection of words
  55. #agilemanc For each of your current values identify examples of

    when you have embodied them
  56. #agilemanc VALUE STORIES

  57. #agilemanc Collate them into a single description of how you

    live by the values you identified Expand your single Value word into something short that reflects your stories
  58. #agilemanc EXAMPLE DESCRIPTION & TITLE

  59. #agilemanc Explain why your wish values are your goals

  60. #agilemanc

  61. #agilemanc

  62. #agilemanc Publish Them But only when you can do it

    to a seriously high level of quality
  63. #agilemanc

  64. #agilemanc

  65. #agilemanc

  66. #agilemanc Live By Them Make space for people to question

    behaviour that is counter to what you’ve defined
  67. #agilemanc But don’t be to stubborn as values are meant

    to empower team members, not give them an excuse to say “no”
  68. #agilemanc And don’t become a prisoner to your values

  69. #agilemanc Don’t make them just words you walk by every

    day
  70. #agilemanc

  71. #agilemanc Integrity Communication Respect Excellence

  72. #agilemanc

  73. #agilemanc Ooops!

  74. #agilemanc Shaping Culture with Your Values

  75. #agilemanc Recruitment

  76. #agilemanc Don’t hire for Cultural Fit, hire for Value Fit

  77. #agilemanc Current Values Wish Values Compare candidates against all your

    values You want a spread of people across all your values
  78. #agilemanc Design the process around your values

  79. #agilemanc Design the process around your values

  80. #agilemanc Progression

  81. #agilemanc Structure 1:1’s around your values How are we progressing

    towards our wish values, when have our values conflicted with others?
  82. #agilemanc ONE TO ONE LIVING AGENDA

  83. #agilemanc Whatever your goal setting structure, long term goals should

    point towards your Wish Values You’ve already identified ways in which you can moved towards your wish values (and published them)
  84. #agilemanc Teams

  85. #agilemanc Combine people who embody different values to ‘cross pollinate’

    and embed behaviour This requires a deep understanding of your team, your staff and how they respond in different situations
  86. #agilemanc Radiate Outwards

  87. #agilemanc Turn the original problems around If there is a

    lack of defined values outside of your group, you can expose you values outwards
  88. #agilemanc

  89. #agilemanc Values

  90. #agilemanc

  91. #agilemanc

  92. #agilemanc

  93. #agilemanc

  94. #agilemanc A strong set of internal values will naturally radiate

    outwards generating a positive feedback loop across the entire organisation
  95. #agilemanc To Recap

  96. #agilemanc By defining the values we embody, we have direct

    control over the shape and direction of our teams culture
  97. #agilemanc When discussing our values we not only need to

    consider what we believe but also what situations we find ourselves in
  98. #agilemanc Define your current values • Select a respected and

    engaged group • Identify values you currently embody • Get agreement from the rest of the team(s) Define your wish values • Identify the values you wished you embodied • Define actions required to move to those values
  99. #agilemanc Story-fi your values Publish your values Live by your

    values
  100. #agilemanc Create a recruitment process targeting values Focus progression around

    your wish values Structure teams around different values
  101. #agilemanc A strong set of internal values will naturally radiate

    outwards generating a positive feedback loop across the entire organisation
  102. @lee_winder #agilemanc