Category: Blog

Change Specialists Practice Director, Julian Brown, shares his 5 best practice steps to manage backlog in an Agile environment.

I’ve witnessed a number of Agile transformations within organisations of all shapes and sizes. It’s fair to say that Agile has revolutionised the way that software development is approached, fostering both adaptability and collaboration.

However, in my experience, one of the core challenges often encounter is managing the backlog effectively.  It could become that enormous pile of dirty clothes that need washing and a daunting task in front of us. 

I’d therefore like to share some of the lessons I’ve learned from being on the front line of Agile project management.

The Backlog Is a Living Entity

One of the fundamental principles of Agile is to be adaptable, and this applies to the backlog as well. It’s not a static list of tasks but rather a dynamic entity that evolves over time. It’s crucial to remember that priorities can change, new user stories may emerge, and some items may become less relevant. 

Encourage your teams to regularly review and refine the backlog to ensure it reflects the current state of the project and aligns with strategic objectives.

Collaboration Is Key

Effective backlog management isn’t the sole responsibility of a Product Owner.  Encourage cross-functional collaboration by involving the entire team, including developers, testers, and designers, in backlog refinement sessions. 

Incorporating different perspectives can uncover hidden complexities, identify dependencies, and lead to more accurate estimations. 

Promoting transparency and open communication within your Agile teams will help maintain a well-organised and manageable backlog.

Use Business Value To Prioritise the Workload

In Agile development, delivering value to the business is so important. It’s essential to prioritise backlog items based on their impact on the overall project goals and the value they bring to your company. 

Encouraging your teams to consider factors like customer and colleague feedback, market trends, and business objectives when determining the order they tackle backlog items.

This ensures that the team is consistently focused on delivering the most valuable features and improvements.

Embrace INVEST

To maintain a backlog that’s both actionable and well-defined, consider the INVEST criteria for user stories: Independent, Negotiable, Valuable, Estimable, Small, and Testable. These criteria provide a clear framework for creating user stories that are easy to understand, estimate, and prioritise. 

 By looking at items through an INVEST lens, your teams will be able to streamline their backlog items and the delivery should become more efficient.

Take A Regular Look Back Through the Rear View Mirror

Regularly review your backlog management processes. Conduct retrospectives to identify areas which can be improved or enhanced.  Encourage your teams to reflect on what’s working well and what isn’t, then adjust their practices accordingly. 

I personally like to use a Win, Learn & Change approach so you can identify successes as well.

Agile is not just a methodology; it’s a mindset. Continuously learn, adapt, and improve your backlog management practices to ensure your organisation remains agile and responsive to change.

Fancy a chat about change? Interested in exchanging a few ideas? Please contact me julian.brown@changespecialists.co.uk / Contact Us – Change Specialists Ltd

Every individual has the potential to be an agent of change. Turning resistance into advocacy supports success. But what steps can you follow when facing resistance, and what are the benefits?

Today Julian Brown, our Practice Director, shares his approach to transforming resistance to change into a group of advocates who can champion transformation within organisations! 

It often starts with empathy and active listening.  Taking the time to truly understand the concerns and fears of individuals who are resistant to change.  By walking in their shoes, we can gain valuable insights that pave the way for an effective approach. 

Identify potential change champions, colleagues who have successfully navigated through similar transformations.  These champions become the catalysts who connect on a personal level with those who are resisting the change, sharing their own stories of success.  Their experiences and stories promote and inspire positive change. 

Open and transparent communication is the cornerstone of my approach.  Creating safe spaces where individuals can freely express their concerns without judgement.  Through these conversations understanding and trust are built, which are essential elements of the transformation process.

Tailor change initiatives to accommodate the unique needs and values of a business and its people.  This adaptability ensures that the transformation resonates with everyone, making the journey smoother and more gratifying. 

Empower change advocates, offering workshops and coaching sessions.  These sessions equip the champions with the tools they need to navigate obstacles, gather support, and sustain the momentum of change throughout the organisation. 

Create and communicate a compelling vision for the future, one that sparks excitement and creates enthusiasm among all stakeholders.  Paint a vivid picture of the positive impact that awaits, motivating even the most resistant individuals to embrace the transformation journey.

A network of Change Advocates

Like magic, the resistance begins to wane, and the transformation takes place.  Former sceptics become advocates who start championing the benefits of change.  Their enthusiasm and energy inspires others to join the movement, creating a ripple effect of positive transformation amongst colleagues, turning resistance into advocacy .

Have you encountered any magical transformation stories during your career?  Let’s celebrate those that keep the magic that is change alive!

Get in touch to find out how Change Specialists can support your current or pending change programme.

In a rapidly evolving digital landscape it is a challenge to attract and retain best in class IT resource.

This blog post, will explore the significance of nurturing talent in a competitive job market. We also discuss strategies that busy CIOs and CTOs can employ to overcome this challenge.

As reported in our Labour Market update, the demand for IT professionals with specialist skills is on the rise. A good example is Software Engineering roles, such as Salesforce Developers, which have moved up 140 places for Permanent hires and 67 places for contract hires in the demand ranking over the last six months. This is resulting in a highly competitive job market, and higher basic salaries and pay rates. This scarcity of skilled IT talent poses a considerable hurdle for CIOs and CTOs in attracting and retaining top-tier professionals.

To address this challenge, CIOs and CTOs must adopt a strategic approach to building and maintaining a capable team.

Here are a few thoughts to consider

• Establishing a compelling employer brand is crucial in today’s competitive market.  Highlighting the company’s commitment to innovation, professional development opportunities, work-life balance, and unique projects goes a long way in attracting talented individuals seeking fulfilling careers.
• Involving multiple stakeholders, such as HR, business unit leads, and team members, in the recruitment and hiring process. This can help identify candidates who not only possess technical expertise but also align with the organisation’s culture and values.
• Offering flexible work arrangements, for example remote, hybrid or flexible working, is an attractive proposition for technology professionals seeking an good work-life balance. Embracing these arrangements can broaden the pool of talent and also increase employee satisfaction.
• Providing ongoing opportunities for professional growth is essential for attracting and retaining skilled IT professionals. CIOs and CTOs should invest in coaching and mentoring, training and accreditations to enhance their team’s skills and support them to keep up to date with industry trends.
• Partnering with local universities and colleges can establish a pipeline of talented graduates. Offering internships, apprenticeships, and mentorship programmes can provide valuable hands-on experience to aspiring IT professionals. This partnership also nurtures future talent for the organisation.
• Ensuring competitive compensation packages is crucial for attracting and retaining skilled professionals. Additionally, offering a flexible benefits package that allows staff to select from a range of options that appeal to them can make your offering more attractive.
• Delivering the best possible candidate experience at recruitment stage, interviewing at pace, making timely hiring decisions and always feeding back on the outcome of interviews. Each interaction presents an opportunity to enhance or diminish your employer brand.

Get in touch to hear more insights about the UK Labour Market and IT, and Business Change roles in particular. Additionally Change Specialists can help you attract and retain best in class IT resource and talent that you require on a permanent or contact basis, we would love to hear from you.

01379 871144 / info@changespecialists.co.uk

In this post Change Specialists CEO, John Dean, shares his tips and steps outlining how to Implement SMART project requirements. This approach supports the success of your programme of work.

Here is John’s step by step guide on how to implement SMART project requirements (Specific, Measurable, Achievable, Relevant, and Time-bound).

Step 1: Specific

My first step in creating SMART project requirements is to make them specific. This requires clear definition around what the outcome of the requirement is.

• Identify the requirement: State what will be done. Be as detailed and precise as possible to avoid ambiguity.
• Define success: Specify what success looks like for this requirement. When the requirement is met, what is the result? This helps ensure everyone understands what’s expected.
• Assign responsibility: Determine who is responsible for this requirement. This gives clear accountability and ensures someone is actively working to fulfil it.

Step 2: Measurable

Next, you need to establish concrete criteria for measuring progress towards the attainment of each requirement.

• Define metrics: Which measurements will indicate progress or completion of the requirement? This can be quantitative, such as a number or percentage, or qualitative such as a certain level of quality or completion.
• Set milestones: Break the requirement down into smaller, more manageable components. Track and measure milestones to assess progress towards meeting the overall requirement.

Step 3: Achievable

My key step is to make sure the requirements are achievable. Consider the resources available and ensure the requirement is realistic.

• Consider resources: What resources (time, money, personnel, equipment, etc.) are available to fulfil this requirement? The requirement must be realistic and align with available resources
• Identify potential challenges: Obstacles and challenges block requirements from being met. Track and plan steps to mitigate.

Step 4: Relevant

Releavent requirements align with the overall project goals and objectives.

• Align with project goals: How does this requirement fit into the bigger picture of the project? If not review and reconsider it.
• Validate with stakeholders: Ensure all relevant stakeholders agree with the requirement and see its value. This helps ensure buy-in and support for the requirement.

Step 5: Time-bound

Requirements are time-bound,. Support this by assigning a specific timeframe for meeting them.

• Set deadlines: Establish clear realistic deadlines for meeting requirements.
• Monitor progress: Regularly check on progress towards completion, identify and make adjustments.

Additional insights for programme management professionals are here.

In today’s uncertain economic climate and competitive landscape, having in place effective governance for IT and change programmes is critical to enable organisations to adapt, innovate, and stay ahead of the competition.

Author of today’s blog post is Julian Brown, Practice Director at Change Specialists

With technology playing such a pivotal role in driving business success, I cannot stress enough how important it is to put in place robust governance practices that ensure the successful execution and delivery of IT initiatives.

In this blog post, I will share some best practice techniques for governing change programmes. At Change Specialists we refer to this as our ‘Basic Drills’.

Define a Clear Governance Framework

Establishing a well-defined governance framework is the starting point and foundation for ensuring that an IT or business change programme is governed effectively. This framework should outline the roles, responsibilities, and decision-making processes within the organisation. Key components of the framework should include:

– Defining roles and responsibilities of stakeholders, such as executive sponsors, programme managers, project teams, and governance committees. It’s important to call out the decision-making authority at the outset to avoid ambiguity.

– Establishing effective channels for communication and reporting, ensuring that stakeholders receive timely updates and are involved in decision-making processes. Regular status reports, accurate project dashboards, and executive briefing sessions are all effective communication tools. Transparency is key, no one likes surprises, and be sure to keep the updates factual.

– Developing comprehensive policies and procedures that govern the stage gates which the project will go through – for instance, initiation, planning, execution, monitoring, and control of the change initiative.

Engage Stakeholders and Establish Ownership

Engaging stakeholders early on and ensuring their active involvement throughout the project lifecycle is crucial for effective governance. Here’s how you can achieve this:

– Secure strong executive sponsorship to provide strategic direction, allocate necessary resources, and remove any roadblocks that may be blockers.

– Foster collaboration between IT, the business, and other relevant stakeholders to ensure alignment of project objectives with organisational goals. Encourage open dialogue and involve stakeholders in decision-making processes.

– Assign clear ownership for deliverables, milestones, issues and risks. This accountability ensures that individuals are responsible for their respective areas and also fosters a sense of ownership and commitment.

Establish Robust Programme and Project Management Practices

Implementing effective practices is vital for successful governance of IT and business change projects. You may want to consider the following:

– Develop detailed project plans, outlining objectives, timelines, resource requirements, and deliverables. Implement a robust project management methodology. Which one you select will depend on the nature of the project.

– Identify, assess, and manage risks throughout the lifecycle. Implement a risk management framework that enables proactive risk identification, mitigation, and effective contingency planning.

– Establish KPIs and metrics to track progress, measure success, and identify areas for improvement. Regularly monitor and report on these metrics to stakeholders.

– Identify and register dependencies within the project and also those that are external i.e. in the wider organisation or outside.

Continuous Improvement and Learning

To drive continuous improvement and learning, organisations need to create a culture of adaptability and innovation. Here are some thoughts on how you might create this:

– Conduct in-depth reviews / retrospectives at the end of each project phase to capture lessons learned. Document and share successes, challenges, and recommendations for future initiatives.

– Establish knowledge-sharing mechanisms, such as communities of practice, to encourage sharing of best practice, experiences, and lessons learned across the organisation. Encourage and recognise colleagues who are leading the way on collaborating and sharing ideas.

– Embrace agile principles in governance practices, allowing for iterative adjustments and flexibility. Continuously review and adapt governance processes to address evolving needs and changes in the IT landscape.

If you would like to find out how Change Specialists can support you to deliver your IT and Business Change agenda, including effective governance for IT and change programmes, please contact Julian to schedule a call, it would be great to learn more about the work you are doing.

Effective project leadership is quite rightly viewed as a critical part of the jigsaw in achieving success, especially when delivering change.

Project leaders are not only responsible for overseeing tasks and project plans; they need to inspire and motivate diverse teams to achieve extraordinary results. This blog post looks into the skill of project leadership, focusing on how project managers can foster a culture of collaboration, trust, and shared purpose in order to create high-performing teams and drive successful programme outcomes.

Project leadership goes beyond managing tasks and resources. It involves understanding the unique dynamics of each project and leveraging that knowledge to inspire teams to reach their full potential. Effective project leaders act as catalysts, guiding their teams towards shared goals, and developing an environment where creativity, innovation, and collaboration thrive.

Collaboration

Collaboration is at the heart of all high-performing teams. As a project lead, it is crucial to create an atmosphere where team members feel comfortable sharing ideas, challenging assumptions, and collaborating with each other.  Encourage open communication, facilitate brainstorming sessions, and establish platforms for sharing knowledge and expertise. By nurturing a culture of collaboration, project leaders can drive innovation and problem-solving.

Trust

Trust forms a great foundation of any successful team. Project leaders must earn the trust of their team members and foster trust amongst team members themselves.  Transparency, honesty, and integrity are key building blocks to establishing trust.  Be open about project objectives, challenges, expectations and progress. Empower team members by delegating responsibilities and giving them the space to make decisions within their domains.  By demonstrating trust in their abilities, project leaders inspire confidence and create an environment that will lead to high performance.

Purpose

A shared sense of purpose provides a clear direction and meaning for the team.  As a project leader, it is essential to articulate the project vision, mission, and objectives, aligning them with organisational goals.  Communicate the significance of the project to each team member, highlighting how their own efforts contribute to the bigger picture.  By connecting individual efforts to the shared purpose, project leaders will instil a sense of ownership and commitment, fuelling motivation and driving exceptional results.

Inspiration

Inspiration and motivation are essential ingredients for high-performing teams. Project leaders should understand the unique strengths, aspirations, and motivators of each team member.  

• Recognise and celebrate achievements, providing constructive feedback to help team members grow, improve and thrive.  
• Foster a positive work environment by acknowledging and appreciating the efforts made by the team.  
• Empower individuals to take risks, learn from failures, and continuously develop their skills and experience.

By providing support and motivation, project leaders can inspire teams to go above and beyond.

Effective project leadership is the key to unlocking the full potential of a team, however, do keep in mind that project leadership is not a one-size-fits-all approach. It requires adaptability, empathy, and continuous learning. Embrace the challenge, develop your leadership skills, and become the catalyst that propels your project team towards success and greatness.

Find further blog posts from our team of project management experts here.