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.

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
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
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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