LinkedIn

Hi Om,

We use the classic pattern...

1. What we did well?

2. What we can get better at?

3. What are things we want to try in this sprint?

We go round the table ask everyone to provide 1-2 comments for 1 and 2. Once we have the list, the team (size = 6) decides from "What we can get better at" list, things to try out in the upcoming sprint (duration = 2weeks).

At iteration planning and during every scrum, we remind ourselves of the things we want to try in this sprint. E.g.: Ensure early UI reviews with UX designers. When a team member mentions they are done with the UI, invariably someone points out that we have to review it. Not foolproof, but works most of the time.

Before beginning the next retrospective, we review the things we wanted to try. If something was not tried and we still want to pursue it, we add it to the list for the next sprint.

Since we are a distributed team, we document all finding on our iteration wiki page (We use the template Pete provided during CSM training). If it's a technical issue (e.g.: CI takes too long to build) it goes into the technical backlog with appropriate priority.

Vinod.

http://in.linkedin.com/pub/vinod-dsouza/24/7a6/52a

From: "Band, Om" <om.band@...>
To: "Scrum-India@yahoogroups.com" <Scrum-India@yahoogroups.com>
Sent: Thursday, 30 June 2011 9:06 AM
Subject: [Scrum-India] Retrospective Patterns

Hi All,

Wanted to get some views and experiences around how do you do retrospective meetings…

What agenda, documentation pattern (template) and documentation media (post-it, Excel, …) you use to capture the feedback?

What innovative ways you use ensure the improvements are really incorporated?

What all data/matrices/statistics you use as input to the retrospective?

How do you make the meetings more interesting, interactive and effective?

Any experiences around facilitator (scrum master, rotating team members, external)?

Some starting thoughts from my side…

--1--

we have used the following agenda and documentation patterns to capture the feedback…

What went well | Improvement areas – the classic pattern!
SAD | MAD | GLAD – What things the team members feel sad, mad and glad about…
Start Doing | Do More of | Continue Doing | Do Less of | Stop Doing – The teams put the feedbacks in these buckets
Top 3 Approach – Each one gets a post-it and 5 mins to list down what are the top 3 things that went well and top 3 things that needs improvements. We collect all items and cluster them. Among the list, team members vote to identify the top 3 things that are good and top 3 issues that needs to be addressed (each one gets 3 votes). Use 5 Whys approach to identify the root causes for the top 3 issues. Focus only on top 3, nothing more, nothing less.

My favorite among the above is top 3 approach. It reduces the discussion to the most important things. Everyone speaks, no free style discussion, very less cross talks (if you don’t like my point just don’t vote for it, no need to cross it!). Teams gets a very clear view on what are our top 3 issues. Very democratic – all have same quota of issues to be raised and equal voting rights.

Anyone tried 6 thinking hats approach? We plan to try it…

--2--

One additional thing we follow is Wednesday Weekly Feedback – a 10 mins extended stand-up after scrum meeting. This is more a free style feedback and some simple things gets fixed immediately. The remaining feedback that could not be quick-fixed becomes input the retrospective meeting.

Since we use a 4 week sprint one of the issues we had during retrospective meetings were we forget what all happened in the first 2 weeks of the sprint. This was the trigger for weekly feedbacks.

--3--

We put the retrospective feedbacks in a single A4, as a poster around us (on the scrum-board and cubicles)

In the next retrospective we go through the previous retrospective points to check did we really what we planned. This is the first agenda before the new retrospective session starts.

--4--

The following matrices we plan to use as input data – to trigger some thoughts with statistics… (white hat for De Bono)

Tickets raised and fixed during sprint, Standard deviation graph for the tasks (planned vs actual efforts), Shelf life of the backlog items (for how many days each backlog was in process) etc.

--5--

One idea that the team proposed that I am not yet fully convinced about. Would appreciate your views…

After regular retrospective meeting – do the personal feedbacks in a fishbowl. Say, each one writes 2 things one appreciates and 2 things that one dislikes about the fellow team members. The feedback is handed over directly to the person, without anybody else reading it.

Another variant that someone else proposed is just mention what you like about other team members – openly and directly in a close room team meeting. No critical feedback yet, till we mature little more in personal feedbacks!

Regards,

Reply | Messages in this Topic (21)

#1518

From: Ajay Rawat <rawat.as@...>
Date: Fri Jul 1, 2011 9:12 am
Subject: Re: Retrospective Patterns

a_s_rawat

Hi Om,

�

There are already so many refrences and practices mentioned that I am sure you must be finding it hard to synergize all into something which you could follow in your team.

�

I just wanted to share my opinion which is based on my own experience and evolved out of the interaction with teams over the period of time.�The retrospective in word and spirit is actually for the team to�look back, identify its strengths and weaknesses and find a way to overcome / capitalize on that as a team and as individuals in the team. The teams needs privacy for it so it is better to let it be done within the team. Within the team gradually you will find that the team spirit builds up and starting from�hesitant generic observations and sugestions for improvements as a team it starts�shifting to individuals. That is a sign of team members opening up to each other and team spirit building up. It may also happen that somebody proves to be total drag on the team and it is�better to move that person out of the team.

�

Scrum master should�be expediting this process of maturity and evolution by initiating, guiding and following up the discussions.

�

The whole purpose of retrospective to improve efficiency and performance�and rather the success of scrum depends upon the team spirit and objective methods and measurements will not be of much help.

�

Thanks,

Ajay Rawat.��

On Thu, Jun 30, 2011 at 9:06 AM, Band, Om <om.band@...> wrote:

�

Hi All,

Wanted to get some views and experiences around how do you do retrospective meetings�

What agenda, documentation pattern (template) and documentation media (post-it, Excel, �) you use to capture the feedback?

What innovative ways you use ensure the improvements are really incorporated?

What all data/matrices/statistics you use as input to the retrospective?

How do you make the meetings more interesting, interactive and effective?

Any experiences around facilitator (scrum master, rotating team members, external)?

�

Some starting thoughts from my side�

�

--1--

we have used the following agenda and documentation patterns to capture the feedback�

What went well | Improvement areas � the classic pattern!

SAD | MAD | GLAD � What things the team members feel sad, mad and glad about�

Start Doing | Do More of | Continue Doing | Do Less of | Stop Doing � The teams put the feedbacks in these buckets

Top 3 Approach � Each one gets a post-it and 5 mins to list down what are the top 3 things that went well and top 3 things that needs improvements. We collect all items and cluster them. Among the list, team members vote to identify the top 3 things that are good and top 3 issues that needs to be addressed (each one gets 3 votes). Use 5 Whys approach to identify the root causes for the top 3 issues. Focus only on top 3, nothing more, nothing less.

My favorite among the above is top 3 approach. It reduces the discussion to the most important things. Everyone speaks, no free style discussion, very less cross talks (if you don�t like my point just don�t vote for it, no need to cross it!). Teams gets a very clear view on what are our top 3 issues. Very democratic � all have same quota of issues to be raised and equal voting rights.

�

Anyone tried 6 thinking hats approach? We plan to try it�

�

--2--

One additional thing we follow is Wednesday Weekly Feedback � a 10 mins extended stand-up after scrum meeting. This is more a free style feedback and some simple things gets fixed immediately. The remaining feedback that could not be quick-fixed becomes input the retrospective meeting.

Since we use a 4 week sprint one of the issues we had during retrospective meetings were we forget what all happened in the first 2 weeks of the sprint. This was the trigger for weekly feedbacks.

�

--3--

We put the retrospective feedbacks in a single A4, as a poster around us (on the scrum-board and cubicles)

In the next retrospective we go through the previous retrospective points to check did we really what we planned. This is the first agenda before the new retrospective session starts.

�

--4--

The following matrices we plan to use as input data � to trigger some thoughts with statistics� (white hat for De Bono)

Tickets raised and fixed during sprint, Standard deviation graph for the tasks (planned vs actual efforts), Shelf life of the backlog items (for how many days each backlog was in process) etc.

�

--5--

One idea that the team proposed that I am not yet fully convinced about. Would appreciate your views�

After regular retrospective meeting � do the personal feedbacks in a fishbowl. Say, each one writes 2 things one appreciates and 2 things that one dislikes about the fellow team members. The feedback is handed over directly to the person, without anybody else reading it.

Another variant that someone else proposed is just mention what you like about other team members � openly and directly in a close room team meeting. No critical feedback yet, till we mature little more in personal feedbacks!

�

Regards,

Om

�

Reply | Messages in this Topic (21)

#1519

From: Ahmed Alnatheer <ahmed142080@...>
Date: Fri Jul 1, 2011 9:06 am
Subject: CFP Very Important: Security Issues in Agile Survey

ahmed142080

https://www.surveymonkey.com/s/JM6BKBX

Dear friends,

My name is Ahmed Alnatheer and I'm currently conducting empirical research full-time on the topic of Security Issues in Agile Methodologies. I am currently looking into finding effective means to integrate the two disciplines of Security and Agile in order to make a more robust and seamless methodology for Engineers and Developers to follow. My work is being supervised by two supervisors: Dr Andy Gravell & Dr David Argles from the University of Southampton in UK.

I would very much welcome you to share your ideas on this interesting topic by participating in the following survey:

Thank you very much,

Ahmed Alnatheer
PhD Candidate
School of Electronics and Computer Science
University of Southampton, UK
Phone: +44 (0)2380 581965
aaa1v09@...

#1520

From: Vikrama Dhiman <vickydhiman@...>
Date: Tue Jul 5, 2011 5:54 am
Subject: Stars versus Great Teams

vickydhiman

A lot of talk these days on 'Great people are overrated' and 'Stars versus Great teams'. This is a topic that also generates a lot of debate whenever I talk of 'self organizing teams' anywhere. And also while talking to startups looking to hire their first set of employees. Here are the three articles on the topic that have generated a lot of interest these days:

The original article on the topic by CEO of Fast Company [I can not call that one a technology company]
http://blogs.hbr.org/taylor/2011/06/great_people_are_overrated.html

Rebuttal by Jeff Stibel http://blogs.hbr.org/cs/2011/06/why_a_great_individual_is_bett.html

And finally, yesterday Techcrunch joined the fray too with a sort of a non-committal article http://techcrunch.com/2011/07/04/stars-versus-great-teams/

*My personal experience*

My background: I have worked in engineering/ development teams, Product Management and also as a Business owner responsible for Product Sales.

And in all these settings, I have seen that some people outperform others. And these people are invariably able to do stuff faster [close sales faster, code faster] and better. Not only are they capable, they also take the levels of acceptable quality/ quantity way above the standard. I would love to have only these star performers in any team I work with. What are your thoughts?

-Vik

==============================================================

Personal Blog : http://www.vikramadhiman.com/
My Blog about all things Agile : http://agilediary.wordpress.com/

#1521

From: Siddharta Govindaraj <siddharta@...>
Date: Tue Jul 5, 2011 8:26 am
Subject: Re: Stars versus Great Teams

photon_ent

This is such a complex topic. When you are a startup you need stars. As you grow bigger process becomes more important. Effect of specific individuals on the bottom line reduces as the company gets bigger.� There may still be some leverage points where stars can create a disproportional impact (and vice-versa, bad people can have a disproportionate effect), but these are only a few and tend to be in upper management or in key teams rather than all over.

A couple of things to chew on -

Discipline vs brilliance: The roman army was so organised that they could literally take farmers from their fields, train them up and defeat armies with much more skilled warriors, but disorganised. This is true of most armies - you don't need to be a great fighter, you just need to be able to follow orders properly. Larger companies are like this. Whereas startups are like marines/commandoes where individual skill is required.

Also there is a paradox with a team of stars. In sports, many teams which are full of stars tend to underperform compared to a less talented but more organized team. A lot of other things come into play, egos of the stars for example or their inability to work with each other, or everyone wants their share of the limelight.

Malcom Gladwell wrote an ebook a few years ago called The Talent Myth. Its available for free download here - http://changethis.com/manifesto/show/6.TalentMyth

The bottom line is that an organisation needs to know where the leverage points are - where individual skill can cause a disproportionate effect - and staff them with stars. Generally these tend to be upper management or key product groups. For the rest, focus on process and discipline.

--
Siddharta Govindaraj
http://ToolsForAgile.com

On Tue, Jul 5, 2011 at 11:24 AM, Vikrama Dhiman <vickydhiman@...> wrote:

A lot of talk these days on 'Great people are overrated' and 'Stars versus Great teams'. This is a topic that also generates a lot of debate whenever I talk of 'self organizing teams' anywhere. And also while talking to startups looking to hire their first set of employees. Here are the three articles on the topic that have generated a lot of interest these days:

The original article on the topic by CEO of Fast Company [I can not call that one a technology company]
http://blogs.hbr.org/taylor/2011/06/great_people_are_overrated.html

Rebuttal by Jeff Stibel http://blogs.hbr.org/cs/2011/06/why_a_great_individual_is_bett.html
�
And finally, yesterday Techcrunch joined the fray too with a sort of a non-committal article http://techcrunch.com/2011/07/04/stars-versus-great-teams/

*My personal experience*

My background: I have worked in engineering/ development teams, Product Management and also as a Business owner responsible for Product Sales.�

And in all these settings, I have seen that some people outperform others. And these people are invariably able to do stuff faster [close sales faster, code faster] and better. Not only are they capable, they also take the levels of acceptable quality/ quantity way above the standard. I would love to have only these star performers in any team I work with. What are your thoughts?

-Vik
==============================================================
Personal Blog : http://www.vikramadhiman.com/
My Blog about all things Agile : http://agilediary.wordpress.com/

#1522

From: Anshul Juneja <anshul.juneja@...>
Date: Thu Jul 7, 2011 12:32 am
Subject: Re: Stars versus Great Teams

aa_anshul

All team members are equally capable. It the Job of immediate supervisor/manager/Scrum Master to hone their skill and encourage them to be stars.

Sent from my iPhone

On 05-Jul-2011, at 11:24 AM, Vikrama Dhiman <vickydhiman@...> wrote:

�

A lot of talk these days on 'Great people are overrated' and 'Stars versus Great teams'. This is a topic that also generates a lot of debate whenever I talk of 'self organizing teams' anywhere. And also while talking to startups looking to hire their first set of employees. Here are the three articles on the topic that have generated a lot of interest these days:

The original article on the topic by CEO of Fast Company [I can not call that one a technology company]
http://blogs.hbr.org/taylor/2011/06/great_people_are_overrated.html

Rebuttal by Jeff Stibel http://blogs.hbr.org/cs/2011/06/why_a_great_individual_is_bett.html

�
And finally, yesterday Techcrunch joined the fray too with a sort of a non-committal article http://techcrunch.com/2011/07/04/stars-versus-great-teams/

*My personal experience*

My background: I have worked in engineering/ development teams, Product Management and also as a Business owner responsible for Product Sales.�

And in all these settings, I have seen that some people outperform others. And these people are invariably able to do stuff faster [close sales faster, code faster] and better. Not only are they capable, they also take the levels of acceptable quality/ quantity way above the standard. I would love to have only these star performers in any team I work with. What are your thoughts?

-Vik
==============================================================
Personal Blog : http://www.vikramadhiman.com/
My Blog about all things Agile : http://agilediary.wordpress.com/

#1523

From: Siddharta Govindaraj <siddharta@...>
Date: Thu Jul 7, 2011 3:52 am
Subject: Re: Stars versus Great Teams

photon_ent

Hi Anshul,

That might be a bit too extreme. By stars, we are really talking about the top worldwide (top 1% or so), not the slightly above average. A lot of studies have conclusively shown that there is a 10-20x difference in quality between employees. So certainly there are stars who are way better than the average. Good management can make an average person about three to five times more effective, but, to take a sports metaphor, no amount of training, coaching or supervision will make an average batsman into a tendulkar.

The questions that needs to be asked is,

1) how many "top 1%" people do you need in an organization?
2) where do you need them to make the maximum impact?
3) which are the places where they are wasted?

-- Siddharta

On Thu, Jul 7, 2011 at 6:02 AM, Anshul Juneja <anshul.juneja@...> wrote:

All team members are equally capable. It the Job of immediate supervisor/manager/Scrum Master to hone their skill and encourage them to be stars.

Sent from my iPhone

On 05-Jul-2011, at 11:24 AM, Vikrama Dhiman <vickydhiman@...> wrote:

�

A lot of talk these days on 'Great people are overrated' and 'Stars versus Great teams'. This is a topic that also generates a lot of debate whenever I talk of 'self organizing teams' anywhere. And also while talking to startups looking to hire their first set of employees. Here are the three articles on the topic that have generated a lot of interest these days:

The original article on the topic by CEO of Fast Company [I can not call that one a technology company]
http://blogs.hbr.org/taylor/2011/06/great_people_are_overrated.html

Rebuttal by Jeff Stibel http://blogs.hbr.org/cs/2011/06/why_a_great_individual_is_bett.html

�
And finally, yesterday Techcrunch joined the fray too with a sort of a non-committal article http://techcrunch.com/2011/07/04/stars-versus-great-teams/

*My personal experience*

My background: I have worked in engineering/ development teams, Product Management and also as a Business owner responsible for Product Sales.�

And in all these settings, I have seen that some people outperform others. And these people are invariably able to do stuff faster [close sales faster, code faster] and better. Not only are they capable, they also take the levels of acceptable quality/ quantity way above the standard. I would love to have only these star performers in any team I work with. What are your thoughts?

-Vik
==============================================================
Personal Blog : http://www.vikramadhiman.com/
My Blog about all things Agile : http://agilediary.wordpress.com/

#1524

From: Sreekanth Tadipatri <sreekantht@...>
Date: Thu Jul 7, 2011 5:25 am
Subject: Invitation to connect on LinkedIn

sd2sam

Confirm that you know Sreekanth

I'd like to add you to my professional network on LinkedIn.

- Sreekanth

Sreekanth Tadipatri
Senior consultant at DeccanTech
Bengaluru Area, India

Reply | Messages in this Topic (3)

#1529

From: "Ajeet" <ajeet.nayak@...>
Date: Thu Jul 7, 2011 12:17 pm
Subject: Any experience using clear quest in scrum implementation ?

ajeet_n_2000

We are using clear quest for CR's and CQ's.
Any one has experience using Clear Quest in a scrum implementation ?
What Agile tool can we use to work along with clear quest ?

#1530

From: "Lankalapalli" <nanda.lankalapalli@...>
Date: Thu Jul 7, 2011 3:17 pm
Subject: Agile Conference in Hyderabad

nlankalapalli

Hi,

We are planning an agile conference in Hyderabad. Please visit the conference
page at http://agilehydconf2011.wordpress.com/ for details.

At this point we are calling for sponsorship and session proposals.

Also, we need lot of volunteers to make this happen.

Thanks,
Nanda

#1531

From: S SAPRE <samsapre@...>
Date: Fri Jul 8, 2011 3:51 am
Subject: RE: Any experience using clear quest in scrum implementation ?

samsapre2000

Hi,

We have geographically distributed team. We have been using Clear Case and Clear quest for version control and defect tracking respectively.

Thanks
Sameer

To: Scrum-India@yahoogroups.com
From: ajeet.nayak@...
Date: Thu, 7 Jul 2011 12:17:15 +0000
Subject: [Scrum-India] Any experience using clear quest in scrum implementation ?

We are using clear quest for CR's and CQ's.
Any one has experience using Clear Quest in a scrum implementation ?
What Agile tool can we use to work along with clear quest ?

#1532

From: "Amit Malik (SPM)" <Amit.Malik@...>
Date: Fri Jul 8, 2011 5:08 am
Subject: RE: Any experience using clear quest in scrum implementation ?

Amit.Malik@...

Hi Ajeet,

Apart from the tool mentioned below, we are using Rally as the project management, requirement management (Release backlog and sprint backlog) and defect management tool. This tool is a great help in implementing scrum in my project.

Let me know if you need more information on Rally.

Regards,

Amit Malik

From: Scrum-India@yahoogroups.com [mailto:Scrum-India@yahoogroups.com] On Behalf Of S SAPRE
Sent: Friday, July 08, 2011 9:22 AM
To: scrum-india@yahoogroups.com
Subject: RE: [Scrum-India] Any experience using clear quest in scrum implementation ?

Hi,

We have geographically distributed team. We have been using Clear Case and Clear quest for version control and defect tracking respectively.

Thanks
Sameer

To: Scrum-India@yahoogroups.com
From: ajeet.nayak@...
Date: Thu, 7 Jul 2011 12:17:15 +0000
Subject: [Scrum-India] Any experience using clear quest in scrum implementation ?

We are using clear quest for CR's and CQ's.
Any one has experience using Clear Quest in a scrum implementation ?
What Agile tool can we use to work along with clear quest ?

#1534

From: "akabhay" <akabhay@...>
Date: Tue Jul 12, 2011 10:51 am
Subject: Meet the Guru! @ Xebia, on July 23rd 2011

akabhay

Meet the Guru! @ Xebia, on July 23rd 2011

Meet the Guru! is a Xebia initiative for the community where you get to meet
thought leaders from different facets of software development.  The idea is to
provide a platform where you can interact and hear directly from the experts.

This time, we proudly host Gerard Meszaros, author of the famous book "xUnit
Test Patterns - Refactoring Test Code". He is an agile software development
consultant & trainer with more than twenty years of experience in a range of
domains including telecom, gas, transportation, e-commerce and billing.

You can get more information about his work from following links :

http://xunitpatterns.com/gerardmeszaros.html
http://www.linkedin.com/in/gerardmeszaros


Venue :  Xebia India, 5th Floor, Park Centra, Sec 30, Gurgaon, Haryana 122002
Date : 23rd of July, 2011, 10:00 AM to 2:00 PM
Cost : Just Show up :)

Register at the following link to confirm your participation.
https://spreadsheets.google.com/spreadsheet/viewform?formkey=dF9IZjlRbHRQZzNURWd\
RbnBLMGozZkE6MQ

See you there!

Reply | Messages in this Topic (2)

#1535

From: Vishal Parikh <vishal.parikh@...>
Date: Sun Jul 17, 2011 5:17 pm
Subject: Re: RE: Any experience using clear quest in scrum implementation ?

vishal.parikh@...

Rational team concert can be integrated with cq.

#1536

From: "Lankalapalli" <nanda.lankalapalli@...>
Date: Thu Jul 28, 2011 1:04 pm
Subject: Agile Hyderabad Conference - Registrations open

nlankalapalli

Here is the link to conference site :

http://agilehydconf2011.wordpress.com/

For registrations, go directly to ITsAPs site:

http://itsap.org/events_inner.php?id_inner=218&id=52

Regards,
Nanda

Reply | Messages in this Topic (2)

#1537

From: Sharanya Vemu <sharanya.vemu@...>
Date: Fri Jul 29, 2011 6:01 pm
Subject: Re: Agile Hyderabad Conference - Registrations open

sharanya.vemu@...

Hello Nanda,

�

Have all your sessions been planned , I wanted to do one on , how to use team foundation server ( TFS) for SCRUM , please let me know.

�

Thanks,

-Sharanya Vemu

On Thu, Jul 28, 2011 at 6:04 AM, Lankalapalli <nanda.lankalapalli@...> wrote:

�

Here is the link to conference site :

http://agilehydconf2011.wordpress.com/

For registrations, go directly to ITsAPs site:

http://itsap.org/events_inner.php?id_inner=218&id=52

Regards,
Nanda

Reply | Messages in this Topic (2)

#1538

From: Manik Juneja via LinkedIn <mjuneja@...>
Date: Tue Aug 2, 2011 6:11 am
Subject: Invitation to connect on LinkedIn

mjuneja_yh

View invitation from Manik Juneja

Manik Juneja requested to add you as a connection on LinkedIn:

Nanda,

I'd like to add you to my professional network on LinkedIn.

- Manik

DID YOU KNOW you can conduct a more credible and powerful reference check using LinkedIn?
Enter the company name and years of employment or the prospective employee to find their colleagues that are also in your network. This provides you with a more balanced set of feedback to evaluate that new hire.

Reply | Messages in this Topic (3)

#1539

From: "Prasantha Suraweera " <prasantha_suraweera@...>
Date: Tue Aug 2, 2011 2:42 am
Subject: Agile implementation in a bank

prsulk

Hi guys,
Does anyone have experience in implementing Agile in a bank?

Rgds
Prasantha

#1540

From: "Prasantha Last NameSuraweera" <prasantha_suraweera@...>
Date: Tue Aug 2, 2011 5:00 am
Subject: Senior Agile Coach vacancy in Australia

prsulk

Senior Agile Coach

Have Fun and Go Far with Bankwest - Perth, Western Australia!

You go to work everyday doing a job you are passionate about with a team of
incredibly talented people who inspire you, for a company that is envied for its
culture.  You get great staff benefits and a really good sense of work life
balance.....sound good so far?

So now add in the evenings and weekends � you spend them on some of the most
amazing white sandy beaches in the world, taking in beautiful sunsets and
enjoying 300+ days of warm sunshine every year�..tempted?  Then read on at...

https://bankwest.taleo.net/careersection/bankwestbusexternal/jobdetail.ftl?job=B\
WA14451

#1541

From: "Prasantha Last NameSuraweera" <prasantha_suraweera@...>
Date: Tue Aug 2, 2011 12:41 am
Subject: Agile Tools

prsulk

Does anyone know of good tools to be used as a cardwall/work flow board for a
multi site team?

#1542

From: Nitin Ramrakhyani <nitinr30@...>
Date: Wed Aug 3, 2011 5:48 am
Subject: Re: Agile Tools

n_ramrakhyani

Hi Prasantha,

You may try the list mentioned on the below link� :-

http://www.toolsjournal.com/tools-world/item/142-kanban-tools

Regards,
Nitin Ramrakhyani

Sr. Product Manager
www.digite.com
www.swift-kanban.com

On Tue, Aug 2, 2011 at 6:11 AM, Prasantha Last NameSuraweera <prasantha_suraweera@...> wrote:

�

Does anyone know of good tools to be used as a cardwall/work flow board for a multi site team?

#1543

From: Siddharta Govindaraj <siddharta@...>
Date: Tue Aug 2, 2011 5:42 pm
Subject: Re: Agile Tools

photon_ent

Hi Prasantha,

The company I work for develops an online card wall tool which supports Scrum and Kanban - http://toolsforagile.com/

Feel free to email me at siddharta@... if you have any questions about it or want to do a trial.

--
Siddharta Govindaraj
siddharta@...
+91 99400 36487

On Tue, Aug 2, 2011 at 6:11 AM, Prasantha Last NameSuraweera <prasantha_suraweera@...> wrote:

Does anyone know of good tools to be used as a cardwall/work flow board for a multi site team?

#1544

From: Rakesh Pandey <rpandeydelhi@...>
Date: Tue Aug 2, 2011 7:17 pm
Subject: Re: Agile Tools

rpandeydelhi

We leankitkanban.com is good tool for Kanban. You should also be able to use it for Scrum with some adjustments.

RAKESH PANDEY PMP®, CSM, IIMC

Mobile:+91-9810112234 | E-Mail:rpandeydelhi@... | http://in.linkedin.com/in/rpandeydelhi

From: Prasantha Last NameSuraweera <prasantha_suraweera@...>
To: Scrum-India@yahoogroups.com
Sent: Monday, August 1, 2011 5:41 PM
Subject: [Scrum-India] Agile Tools

Does anyone know of good tools to be used as a cardwall/work flow board for a multi site team?

#1545

From: "Prasantha Suraweera " <prasantha_suraweera@...>
Date: Wed Aug 3, 2011 12:28 am
Subject: Senior agile coach vacancy in Australia

prsulk

Hi all,
Once I posted the "Senior Agile Coach Vacancy in Australia", I'm asked by few
whether its open for Indians. My answer is " Absolutely Yes". Anyone who
fullfill the skills stated and willing to move are welcome to apply.
Best regards,
Prasantha

#1546

From: "Lankalapalli" <nanda.lankalapalli@...>
Date: Wed Aug 3, 2011 8:35 am
Subject: Networking Event on Product Management/Product Ownership

nlankalapalli

http://hyderabadpm.eventbrite.com/

#1547

From: monisha_tan@...
Date: Wed Aug 3, 2011 11:42 am
Subject: Re: Agile Tools

monisha_tan

Can also try atlassian ,jira tool..both for kanban and greenhoper

Monisha
9686044008

Sent from BlackBerry® on Airtel

From: Rakesh Pandey <rpandeydelhi@...>

Sender: Scrum-India@yahoogroups.com

Date: Tue, 2 Aug 2011 12:17:48 -0700 (PDT)

To: Scrum-India@yahoogroups.com<Scrum-India@yahoogroups.com>

ReplyTo: Scrum-India@yahoogroups.com

Subject: Re: [Scrum-India] Agile Tools

We leankitkanban.com is good tool for Kanban. You should also be able to use it for Scrum with some adjustments.

RAKESH PANDEY PMP®, CSM, IIMC

Mobile:+91-9810112234 | E-Mail:rpandeydelhi@... | http://in.linkedin.com/in/rpandeydelhi

From: Prasantha Last NameSuraweera <prasantha_suraweera@...>
To: Scrum-India@yahoogroups.com
Sent: Monday, August 1, 2011 5:41 PM
Subject: [Scrum-India] Agile Tools

Does anyone know of good tools to be used as a cardwall/work flow board for a multi site team?

#1548

From: "Prasantha Last NameSuraweera" <prasantha_suraweera@...>
Date: Thu Aug 4, 2011 12:13 am
Subject: Re: Agile Tools

prsulk

Thanks


--- In Scrum-India@yahoogroups.com, monisha_tan@... wrote:
>
> Can also try atlassian ,jira tool..both for kanban and greenhoper
>
> Monisha
> 9686044008
> Sent from BlackBerry® on Airtel
>
> -----Original Message-----
> From: Rakesh Pandey <rpandeydelhi@...>
> Sender: Scrum-India@yahoogroups.com
> Date: Tue, 2 Aug 2011 12:17:48
> To: Scrum-India@yahoogroups.com<Scrum-India@yahoogroups.com>
> Reply-To: Scrum-India@yahoogroups.com
> Subject: Re: [Scrum-India] Agile Tools
>
>
>
> We leankitkanban.com is good tool for Kanban.  You should also be able to use
it for Scrum with some adjustments.
>
>  
> RAKESH PANDEY PMP®, CSM, IIMC
>
> Mobile:+91-9810112234 | E-Mail:rpandeydelhi@... |
http://in.linkedin.com/in/rpandeydelhi
>
>
>
> ________________________________
> From: Prasantha Last NameSuraweera <prasantha_suraweera@...>
> To: Scrum-India@yahoogroups.com
> Sent: Monday, August 1, 2011 5:41 PM
> Subject: [Scrum-India] Agile Tools
>
>
>  
> Does anyone know of good tools to be used as a cardwall/work flow board for a
multi site team?
>

#1549

From: uday varma <mudayvarma@...>
Date: Sun Aug 7, 2011 2:35 pm
Subject: Need few Pointers pls.

mudayvarma

Hi,

Need some pointers on any References/Websites regarding the Agile Project Contract Terms during proposal creation (for Maintenance/Testing/Professional services). Please kindly let me know where I can find such samples and examples.

Also, request you to please direct me where I can get some good material on TDD to educate the project teams on such effective technical practices under the Scrum.

Thanks & Regards,
Uday Varma, CSM

Reply | Messages in this Topic (5)

#1550

From: Abhishek Sharan <ursabhi@...>
Date: Mon Aug 8, 2011 11:29 am
Subject: Re: Scrum for QA projects

abhishek_sharan

Dear Pooja,

Apart from just showing the bugs verified and test cases result, I think you can also point out few more things.

Feature wise test cases result to show the coverage.
Criticality of test cases,
How many of them automated.
Which of the test cases took longer time to move from “Fail” to “Pass” due to difficulty and complexity of the fix.
Some regularly or common defects can act as a “Learning” and may help the client/PO to concentrate upon while performing the acceptance test.
In case you have automated the test cases, a quick detail of the areas they are covering.
In some cases there are some test cases which test some really complex functionality and when they are automated, they give a special sense of confidence. Portraying these Automated test cases will make the customer confident and also help in boosting team morale.

Regarding acceptance criteria, I have experienced the similar scenario in one of my projects. Writing the acceptance criteria for the customer can be a value add for them. Do it this way,

Read the story.
Clarify the things not understood.
Let the PO make corrections in the story when need arise. You DO NOT change the story else you are doing their work.
The first three steps are testing the story itself. Testing should start as soon as possible.
Once the story has been understood completely, go ahead and write the acceptance criteria for the story.
Get is verified by the customer in written. A lot of their work is done. They are confident about the things which will be developed and tested. If anything is missing in your understanding it will be taken care there itself.
Write your Test cases on the basis of the Acceptance Criteria and get it reviewed by the Developer and the PO.

That’s it. This is how I have worked in certain situations. I may be wrong and hence an input in this regard will certainly help me do it better. Please feel free to suggest.

Regards,

Abhishek

On 11 April 2011 15:11, poojawandile <poojawandile@...> wrote:

Hi,
Please explain how Scrum to be implemented for a QA project which involves Test case writing, execution and bug reporting and validation. What will be Sprint review for this type of a project? Currently the scenario for us is like this:
1. During Sprint planning we identify testing scope , bugs to be validated, test cases to be executed
2. We don't have sprint reviews as we think there is nothing to show except to inform the client the bugs verified and test case results.
3. We do retrospection
4. Product backlog has testing user stories such as regression story, different types of testing to be done, etc.
5. Sprint backlog is derived based on product backlog
6. We still don't exactly understand what should go as an accepatnce criteria and the client also does not specify it

please let me know if we are missing anything here or what needs to be improved.

Thanks,
Pooja

Reply | Messages in this Topic (3)

#1551

From: "Amit Mehra (Bgh)" <amit.mehra@...>
Date: Tue Aug 9, 2011 4:53 am
Subject: RE: Need few Pointers pls.

sureshmehra48