Agile Otter Blog

I know it's going to sound like I'm trying to talk my boss and yours out of giving us both raises, and of course I'm not, but I keep hearing people tell me they're worried that they can't work in teams because their system pits them against one another. Usually it's an excuse or reason for not pairing. "If I improve my colleague, he will beat me to the incentives" or "if we do his work first, then there's a chance I'll fall behind."  I'm not a fan of individual work assignments , and I'm not a fan of competitive incentives . Rather than rant about it, I'd like to point you to some other authors and how they feel about the topic: Daniel Pink suggests killing your performance ratings . InfoQ balanced comments pro and con individual rewards. Peter Scholtes says reviews are  ineffective, even harmful  and performance appraisal are incompatible . Esther Derby suggests ways to support team-based work  and  performance ...

One day, a fish came to visit some kangaroos. He saw right away that the kangaroos spent all their time hopping on the dusty ground and browsing among the shrubs. Their habits would never work, and surely lead to their deaths, if they were to come to the ocean reefs even for a single month! "Foolish kangaroos," he called to them, "heed my words and live! This hopping and browsing is pointless madness! You must learn to paddle and snatch live prey from among the rocks! The ocean is no place for hopping air-breathing creatures, so come follow me and learn the better way!" The kangaroos, amazingly well-adapted to their un-ocean-ly environment, dutifully ignored the fish. They looked for common ground for conversation, but somehow the topic always turned to the futility of hopping and the unpleasantness of a dry environment. Sometimes they asked polite questions, and the patient among them tried to explain that their way of life was forever on solid ground whe...

A few ideas rattling around my head need a place to live while I think them through, so I am shoveling them into the ole blog so I can think about prepping materials and exercises for a class I am teaching soon. I was considering an archetype developer that we've all seen (heck, half of us have been ) and how hard it is to reach this particular type when doing any kind of a technology or methodology change.  Here's the stream: There is this guy who believes he's an exceptional programmer, but underrated and under-respected by his peers. Why does he think he's good? Maybe he doesn't really believe it. maybe he's afraid. (@RonJeffries) A guy who never thinks or reads about programming off-hours, never goes to talks, hates pairing, skips reviews. Thinks himself an expert? b/c folks like that have a Darwinistic career advantage over peers who /are/ good but think they're mediocre/overpaid/overrated (@LancePurple). I suspect Dunning-Kruger Effect . Not go...

I'm becoming an Esther Derby fan, partly because of her statements about employee motivation and demotivators. . I became acquainted with her work through an agile toolkit podcast in which she was originally invited to discuss retrospectives and making them stick. The conversation turned toward motivation and demotivators, and now I have to go buy some books. Better yet, I need to make some changes.