The demo is an important part of the Sprint Review ceremony. However, there is a lot of contention who should run the demo, and how much preparation should go into it. Here are a few ideas to help make your demos more effective without decreasing efficiency.
When interviewing for jobs, you want to leave the a memorable impression on the interviewers and company you’re interviewing with. But what about the opposite? Shouldn’t the company be focusing on leaving a memorable impression on you? I’ve been interviewing extensively over the past few weeks looking for my next contract, and a lot of the interviews melt together. Some, however, stand out very clearly and make me positively remember how the particular companies differentiated themselves in my head. Here are a few examples on how you can leave a memorable impression on potential employees and stand out from the hoard of other companies they are inevitably interviewing with in the high demand IT/Agile industry.
Want loyalty? Hire FTEs! Want an expendable workforce? Hire contractors! Want short term experts to solve problems? Hire consultants (*at a premium price)! But what if you want high performing Agile teams? What type of workers should you look to hire then?
Modern communication seems limitless. For low to no cost, I can communicate with almost anyone in the world, real time, using many different avenues. But with the convenience gained through these technological communication advances, we are losing things too. We are losing context, tone, intention, and presence
Introversion versus extroversion has been a hot topic over the past few years, especially since the release of Quiet by Susan Cain. In IT it is no different. Everyone knows the stereotype of the “typical developer” – the one who only wants to sit in their cube and code by him or herself all day. But it’s just that, a stereotype, based on some facts but not true for all. So how are we more inclusive of that person in Agile where collaboration, co-location, and teamwork are valued over solitude? Secondly, how do we encourage introverts to be leaders which is historically and stereotypical a role for extroverts?